GCRCB Compliance Activity Plan

Establish a functioning board

• Set up a board.

• Create the Board Members Code of Conduct.

• Require all board members to sign the Board Members Code of Conduct.

Establish policies & procedures

• Create the Grievance Policy

• Create the Sexual Misconduct Policy

• Create a general Harassment, Discrimination, & Retaliation Policy

• Create the Event Organizing Code of Conduct

• Create a Code of Conduct for Management of Offices / Co-Working Spaces

• Create Supplemental Policy for Safeguarding Minors

• Create a Whistleblower Policy

• Craft a Romantic Workplace Relationships Policy

Prepare roll out plans to all personnel

• Create a staff handbook

• Ensure that all policies above as well as codes of conduct are in the staff handbook

• Create a functional onboarding process for staff

Provide job responsibility updates to board members and staff as well as training and resources to relevant personnel

• Identify & designate people/roles responsible for handling sexual misconduct cases in the organization.

• Ensuring all board members, management, & supervisors receive training on sexual misconduct prevention.

• Set up multiple points of contact and disseminate contact information across the organization.

• [California specific] Provide training regarding sexual misconduct to all employees (mandated for California organizations with more than 5 staff)

Use onboarding process for new staff to roll out policies

• Ensure that policies and codes of conduct above are discussed with incoming staff during the onboarding process.

• Require all new staff to confirm they have read and understood the staff handbook in writing (by extension, all policies and codes of conduct therein).

• Ensure that new staff disclose all potential conflicts of interest.

• [California specific] Distribute the CRD Sexual Harassment Poster to all incoming staff.

• [California specific] Distribute the CRD Discrimination & Harassment Poster to all incoming staff.

Ensure ongoing compliance

• Ensure that board members, and all designated staff comply with the organizational policies.

• Actively promote a good work environment and open communication to staff to encourage reporting of misconduct and conflicts of interest.

• Conduct anonymous surveys on a regular basis to determine whether misconduct is occurring.

• Ensure that all designated personnel action reports of misconduct.

• Assess disclosed relationships for potential conflicts of interest - then develop and implement mitigation strategies.

• Conduct annual policy review.

• Provide renewed training on sexual misconduct prevention, if required'.

• [California specific] Ensure that training records are updated and kept for two (2) years at minimum.

• Implement updated policies and procedures as needed after annual review.