Anti-Violence Policy
B.R.A ’s goal is to maintain a work environment free from intimidation, threats, and violent acts. This includes, but is not limited to, intimidating, threatening or hostile behaviors, physical abuse, vandalism, arson, sabotage, use of weapons, carrying weapons onto B.R.A property (regardless of whether the employee possesses a concealed carry permit), or any other act which, in management’s opinion, is inappropriate to the workplace. In addition, threatening or offensive comments regarding violent events and/or behavior will not be tolerated.
Employees should immediately report any occurrences, such as those described above, to their manager or to the Human Resources Department. B.R.A will promptly investigate complaints, and based on the facts and circumstance management will respond appropriately.
Employees should directly contact law enforcement authorities, calling 911 if appropriate, if they believe there is a serious and immediate threat to the safety and/or health of themselves or others.
Alcohol and Drugs
It is the goal of B.R.A to foster a work environment free from the behavior-altering effects of illegal drugs and alcoholic beverages. Use of alcohol and illegal drugs can alter employees' judgment, resulting in increased safety risks, workplace injuries, and faulty decision making. Therefore, working after the use of alcohol or a controlled substance illegally ingested, or abuse of prescribed or over-the-counter substances, is prohibited. Furthermore, the possession, purchase, consumption (use), or sale of a controlled substance or alcohol on B.R.A premises or while conducting B.R.A business is prohibited.
Alcoholic beverages and reasonable usage in conjunction with an authorized
B.R.A
event for employees are an exception to this prohibition.
While on
B.R.A
premises no employee may be under the influence of alcohol or illegally ingested drugs. While on
B.R.A
business away from
B.R.A
premises, all employees are expected to behave in a professional manner at all times. There may be occasions when stakeholders engage in
B.R.A
business during happy hours, meals, or in other social settings. In the event an employee is invited to accompany or invites a stakeholder to one of these events, the employee is expected to maintain a professional demeanor at all times.
Violations of this policy may lead to disciplinary action, up to and including immediate termination of employment and/or required participation in a substance abuse rehabilitation or treatment program.
An employee with questions or concerns about substance dependency or abuse is encouraged to use the resources of the Employee Assistance Program (EAP) or to contact Human Resources.
Dress Code
B.R.A maintains a highly professional work environment. As the face of B.R.A , all employees are expected to dress in a manner consistent with the professional standards expected from our stakeholders and the core values to which we aspire every day.
Although traditional business attire continues to be an important wardrobe option in our industry, business casual dress has also become a viable option.
B.R.A
therefore enjoys a full-time business casual dress code.
General Guidelines
B.R.A
’s primary objective is for employees to project a professional image while taking advantage of the more casual and relaxed fashion of business casual dress. Business casual is designed to be comfortable, but should never be sloppy or unprofessional; it deserves the same attention to detail as a traditional business wardrobe.
The following dress is
appropriate business casual attire:
Pressed and tailored khakis, corduroys, and slacks;- Button-down dress shirts neatly tucked into pants or skirts; shirts may be worn without a tie or sports coat;
- Short-sleeved shirts and blouses during warmer months;
- Unwrinkled sweaters and polo/golf shirts with or without a sport coat or blazer.
The following items
are not appropriate any day of the week in our business environment:
Jeans hanging, overalls, Stretch pants, Jeggings, Scully hats, Tight form fitting clothing, Tank tops (with or without logos and/or slogans),- Open toe shoes for staff working with the individuals, flip-flops or sport sandals.
B.R.A
will make every effort to accommodate an employees' sincerely held religious beliefs or national customs that affect the way they dress in the workplace. Each request will be considered on a case-by-case basis.
Family Medical Leave (FMLA) and DC Family and Medical Leave (DCFMLA)
General
B.R.A employees are eligible for family and medical leave under the federal FMLA and DCFMLA provisions if they have been employed for at least one (1) year, and have worked for at least 1,250 hours (for FMLA leave) or 1,000 hours (for DCFMLA leave) during the preceding 12-month period.
FMLA Reasons for Leave
All eligible employees are entitled to a total of twelve (12) weeks of unpaid FMLA leave in a rolling 12-month period for the following reasons:
- the birth of the employee’s child and in order to care for the child;
- the placement of a child with the employee for adoption or foster care;
- to care for a spouse, child, or parent who has a serious health condition;
- a serious health condition that renders the employee incapable of performing the functions of their job; or
- a “qualifying exigency” arising out of an employee’s spouse, son, daughter, or parent being on active duty or having been notified of an impending call or order to active duty in the U.S. Armed Forces in support of a contingency operation.
Employees who are the spouse, child, parent, or next of kin of an injured covered service member of the U.S. Armed Services are eligible for up to twenty-six (26) weeks of unpaid FMLA leave to care for the service member. The 26-week leave is limited to a single 12-month period, and an employee may not take more than a combined total of 26 weeks of any type of FMLA leave in a 12-month period.
Employees who become eligible for FMLA pursuant to the requirements outlined above while in the middle of non-FMLA leave may automatically acquire FMLA protection. Leave that begins before FMLA eligibility may start out as “non-FMLA” qualifying leave, but if an employee becomes eligible for FMLA leave in the midst of the absence, FMLA entitlement is triggered from that point forward.
Whistleblower Policy
All reports and/or grievances made by employees in compliance with B.R.A’s policies will be regarded as confidential and not disclosed within or outside of B.R.A except as necessary to investigate fairly and take corrective action.
B.R.A Policy forbids any representative of
B.R.A to take any adverse action or retaliate in any way against an employee who, in good faith, reports a possible violation of these Policies, provides information or assists in the investigation of a report of a violation of these Policies or otherwise participates in the resolution of such a report. This does not immune the reporting employee from disciplinary action if the reporting employee participated in a violation of the policy. Retaliation will not be tolerated and should it occur the individual who retaliated will be subject to disciplinary action up to and including termination.
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