Anti-Harassment, Bullying, Discrimination, and Retaliation Policy


The Kavli Foundation is committed to providing a work environment that is free from harassment, bullying, discrimination and retaliation. This includes offensive comments related to gender, gender identity and expression, transgender status, age, sexual orientation, disability, marital status, pregnancy and conditions related to pregnancy, mental or physical disability, medical condition, genetic information, physical appearance, race, ethnicity, religious affiliation and practices, color, ethnicity, national origin, citizenship status, ancestry, military or veteran status, request for protected time off (such as pregnancy disability leave, sick leave, or family/medical leave), politics or any other personal characteristics status or characteristic(s) protected by federal, state or local law. Any conduct which denigrates or shows hostility or aversion toward an employee because of their actual or perceived legally protected classification characteristic(s) or has the purpose or effect of unreasonably interfering with an employee’s work performance, or creating an intimidating, hostile, or offensive work environment is prohibited.

This policy applies to all Kavli Foundation employees, and agents (which for the purposes of the Anti-Harassment, Bullying, Discrimination, and Retaliation Policy include: independent contractors, interns, volunteers, and any other individual acting on behalf of The Kavli Foundation), and prohibits harassment and discrimination in any form, including written, verbal, physical and visual harassment. Any employee whom The Kavli Foundation makes a reasonable and good faith determination has committed such a violation will be subject to appropriate disciplinary action as determined by the Foundation including, without limitation, verbal or written warnings, suspensions, mandatory training, or immediate termination of employment.

Anti-Harassment

The Kavli Foundation does not tolerate harassment of any kind, including sexual harassment which may include unwelcome sexual advances, requests for sexual favors, or other unwelcome verbal or physical contact of a sexual nature. This and other forms of harassment, coercion or intimidation creates an offensive, hostile and intimidating working environment and prevents an individual from effectively performing the duties of their position. Any violation of this policy will subject the harasser to discipline, including termination. There will be no retaliation for anyone who in good faith alleges harassment. The full policy can be read here.

Anti-Bullying

The Kavli Foundation is also committed to providing all employees a healthy and safe work environment, this includes the in-office experience, work-related or sponsored functions and business while on work-related travel. The Foundation will ensure that procedures exist to allow complaints of bullying to be dealt with and resolved within the Foundation, without limiting any person’s entitlement to pursue resolution of their complaint with the relevant statutory authority. There will be no retaliation for anyone who in good faith alleges bullying. The full policy can be read here.

Anti-Discrimination

An applicant or employee’s protected status or characteristic(s) shall not adversely affect the individual’s employment opportunities with The Kavli Foundation. All employment-related decisions, including hiring, firing, promotion, demotion, job assignment, training, scheduling, transfer and compensation, shall be made without regard to an employee’s protected status or characteristic(s). Discrimination in any form will not be tolerated. The Kavli Foundation is committed to extending equal employment opportunities to all applicants and employees on the basis of individual merit and qualifications. In addition, it is the policy of The Kavli Foundation to reasonably accommodate known disabilities to the extent required by law. The full policy can be read here.

Non-Retaliation Policy

The Kavli Foundation is committed to protecting our employees from unlawful discrimination or retaliation as a result of their reporting information regarding, or their participation in investigations involving allegations of improper or unethical conduct or suspected violations of the applicable law or regulation of any jurisdiction, foreign or domestic, where The Kavli Foundation conducts its activities, or of Foundation policies, by any Foundation employee. If any employee believes that he/she has been subject to any discrimination or retaliation or other adverse action by The Kavli Foundation for making a report in accordance with this policy, he/she should report such discrimination or retaliation to Human Resources. If it is determined that an employee has experienced any improper employment action in violation of this policy, the Foundation will take appropriate corrective action. The full policy can be read here.

Procedure for Reporting Complaints of Possible Harassment, Discrimination, Bullying, or Retaliation

The Kavli Foundation requires all employees, contractors and agents to immediately report any incidents of harassment or discrimination prohibited by this policy. Reports under this policy may, at the employee’s option, be reported using any of the following channels:

  • Ann Deno, Director of Human Resources at 424.353.8811
  • The employee's manager
  • Any other senior management personnel

Confidentiality will be maintained to the fullest extent possible, consistent with the need to conduct an adequate investigation. In the course of any investigation, the Foundation may find it necessary to share information with others on a “need to know” basis.

When such a report or complaint is received, the Foundation will act reasonably and in good faith to:

  • Inform or confirm for the employee who may have been subject to harassment, discrimination, retaliation, or bullying prohibited by the policy of their right to complain about such conduct and to seek redress of such complaint(s);
  • Promptly conduct an objective investigation of the alleged harassment, discrimination, retaliation, or bullying;
  • Take efforts to maintain employee confidentiality to the extent practical;
  • Make a reasonable and good faith determination about whether harassment, discrimination, retaliation, or bullying in violation of the policy occurred, and communicate this determination to the appropriate employee(s) involved in the report or complaint of such conduct; and
  • Take effective remedial action if the Foundation has made a reasonable and good faith determination that harassment, discrimination, retaliation, or bullying in violation of the policy occurred, and communicate the taking of this action to the appropriate employee(s) involved in the report or complaint of such conduct.

In addition to notifying the Foundation about harassment, discrimination, retaliation or bullying complaints, affected employees also may direct their complaints to the Equal Employment Opportunity Commission (EEOC) or the comparable State agency, in California, the Department of Fair Employment and Housing (DFEH), which have the authority to conduct investigation of the facts.

Read and download the full Foundation Anti-Harassment, Bullying, Discrimination, and Retaliation Policy here.

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