[{"data":1,"prerenderedAt":505},["ShallowReactive",2],{"document-board-resolution-affirming-non-discrimination-policy-D29":3},{"document":4,"label":26,"preview":11,"thumb":27,"description":5,"descriptionCustom":6,"apiDescription":5,"pages":8,"extension":10,"parents":28,"breadcrumb":32,"related":40,"customDescModule":183,"customdescription":6,"mdFm":184,"mdProseHtml":504},{"description":5,"descriptionCustom":6,"label":7,"pages":8,"size":9,"extension":10,"preview":11,"thumb":12,"svgFrame":13,"seoMetadata":14,"parents":15,"keywords":25},"BOARD RESOLUTION OF [YOUR COMPANY NAME] Affirming Non-discrimination Policy DULY PASSED ON [DATE] WHEREAS one of the fundamental core values of [YOUR COMPANY NAME] is to treat all persons with respect and dignity; and Whereas [YOUR COMPANY NAME] values people and recognizes the strength in their diversity and inclusiveness in all its activities and functions with volunteers, staff and community institutions;",null,"Board Resolution Affirming Non-Discrimination Policy","1",28,"doc","https://templates.business-in-a-box.com/imgs/1000px/board-resolution-affirming-non-discrimination-policy-D29.png","https://templates.business-in-a-box.com/imgs/250px/29.png","https://templates.business-in-a-box.com/svgs/docviewerWebApp1.html?v6#29.xml",{"title":6,"description":6},[16,19,22],{"label":17,"url":18},"Business Plan Kit","/templates/business-plan-kit/",{"label":20,"url":21},"Board of Directors","/templates/board-of-directors/",{"label":23,"url":24},"Board Resolutions","/templates/business-resolutions/","board resolution affirming non discrimination policy","Board Resolution Affirming Non-Discrimination Policy Template","https://templates.business-in-a-box.com/imgs/400px/29.png",[29,16,19,22],{"label":30,"url":31},"Templates","/templates/",[33,34,37],{"label":30,"url":31},{"label":35,"url":36},"Administration","/templates/business-administration/",{"label":38,"url":39},"Board Governance","/templates/board-governance/",[41,45,49,53,57,61,65,69,73,77,81,85,89,107,121,135,152,167],{"label":42,"url":43,"thumb":44,"extension":10},"Non-Profit Board Resolution","/template/non-profit-board-resolution-D14017","https://templates.business-in-a-box.com/imgs/250px/14017.png",{"label":46,"url":47,"thumb":48,"extension":10},"Board Resolution Adopting an Environmental Policy","/template/board-resolution-adopting-an-environmental-policy-D26","https://templates.business-in-a-box.com/imgs/250px/26.png",{"label":50,"url":51,"thumb":52,"extension":10},"Board Resolution","/template/board-resolution-D78","https://templates.business-in-a-box.com/imgs/250px/78.png",{"label":54,"url":55,"thumb":56,"extension":10},"Board Resolution Adopting Campaign Contribution Limitations Policy","/template/board-resolution-adopting-campaign-contribution-limitations-policy-D27","https://templates.business-in-a-box.com/imgs/250px/27.png",{"label":58,"url":59,"thumb":60,"extension":10},"Board Resolution Approving Compensation for Board of Directors","/template/board-resolution-approving-compensation-for-board-of-directors-D39","https://templates.business-in-a-box.com/imgs/250px/39.png",{"label":62,"url":63,"thumb":64,"extension":10},"Board Resolution Appointing Officers","/template/board-resolution-appointing-officers-D33","https://templates.business-in-a-box.com/imgs/250px/33.png",{"label":66,"url":67,"thumb":68,"extension":10},"Board Resolution Appointing an Auditor","/template/board-resolution-appointing-an-auditor-D32","https://templates.business-in-a-box.com/imgs/250px/32.png",{"label":70,"url":71,"thumb":72,"extension":10},"Board Resolution Approving Amalgamation","/template/board-resolution-approving-amalgamation-D35","https://templates.business-in-a-box.com/imgs/250px/35.png",{"label":74,"url":75,"thumb":76,"extension":10},"Board Resolution Approving Budget","/template/board-resolution-approving-budget-D38","https://templates.business-in-a-box.com/imgs/250px/38.png",{"label":78,"url":79,"thumb":80,"extension":10},"Board Resolution Approving Negotiation","/template/board-resolution-approving-negotiation-D5150","https://templates.business-in-a-box.com/imgs/250px/5150.png",{"label":82,"url":83,"thumb":84,"extension":10},"Board Resolution Regarding Organization","/template/board-resolution-regarding-organization-D64","https://templates.business-in-a-box.com/imgs/250px/64.png",{"label":86,"url":87,"thumb":88,"extension":10},"Board Resolution to Commence Litigation","/template/board-resolution-to-commence-litigation-D67","https://templates.business-in-a-box.com/imgs/250px/67.png",{"description":90,"descriptionCustom":6,"label":91,"pages":92,"size":93,"extension":10,"preview":94,"thumb":95,"svgFrame":96,"seoMetadata":97,"parents":98,"keywords":105,"url":106},"Employee Handbook Understanding employment at [YOUR COMPANY NAME] Revised on [DATE] Prepared By: [YOUR NAME] [YOUR JOB TITLE] Phone 555.555.5555 Email info@yourbusiness.com www.yourbusiness.com Table of Content Table of Content 2 Welcome to [YOUR COMPANY NAME]! 5 1. Organization Description 6 1.1 Introductory Statement 6 1.2 Customer Relations 6 1.3 Products and Services Provided 7 1.4 Facilities and Location(s) 7 1.5 The History of [YOUR COMPANY NAME] 7 1.6 Management Philosophy 7 1.7 Goals 8 2. The Employment 9 2.1 Nature of Employment 9 2.2 Employee Relations 9 2.3 Equal Employment Opportunity 10 2.4 Diversity 10 2.5 Business Ethics and Conduct 12 2.6 Personal Relationships in the Workplace 13 2.7 Conflicts of Interest 13 2.8 Outside Employment 14 2.9 Non-Disclosure 15 2.10 Disability Accommodation 16 2.11 Job Posting and Employee Referrals 17 2.12 Whistleblower Policy 18 2.13 Accident and First Aid 20 3. Employment Status and Records 21 3.1 Employment Categories 21 3.2 Access to Personnel Files 22 3.3 Personnel Data Changes 23 3.4 Probation Period 23 3.5 Employment Applications 24 3.6 Performance Evaluation 24 3.7 Job Descriptions 25 3.8 Salary Administration 25 3.9 Professional Development 26 4. Employee Benefit Programs 27 4.1 Employee Benefits 27 4.2 Vacation Benefits 27 4.3 Military Service Leave 29 4.4 Religious Observance 29 4.5 Holidays 29 4.6 Workers Insurance 30 4.7 Sick Leave Benefits 31 4.8 Bereavement Leave 32 4.9 Relocation Benefits 33 4.10 Educational Assistance 33 4.11 Health Insurance 34 4.12 Life Insurance 35 4.13 Long Term Disability 35 4.14 Marriage, Maternity and Parental Leave 36 5. Timekeeping / Payroll 40 5.1 Timekeeping 40 5.2 Paydays 40 5.3 Employment Termination 41 5.4 Administrative Pay Corrections 42 6. Work Conditions and Hours 43 6.1 Work Schedules 43 6.2 Absences 43 6.3 Jury Duty 45 6.4 Use of Phone and Mail Systems 45 6.5 Smoking 46 6.6 Meal Periods 46 6.7 Overtime 46 6.8 Use of Equipment 47 6.9 Telecommuting 47 6.10 Emergency Closing 48 6.11 Business Travel Expenses 49 6.12 Visitors in the Workplace 51 6.13 Computer and Email Usage 51 6.14 Internet Usage 52 6.15 Workplace Monitoring 54 6.16 Workplace Violence Prevention 55 7. Employee Conduct & Disciplinary Action 57 7.1 Employee Conduct and Work Rules 57 7.2 Sexual and Other Unlawful Harassment 58 7.3 Attendance and Punctuality 60 7.4 Personal Appearance 60 7.5 Return of Property 61 7.6 Resignation and Retirement 61 7.7 Security Inspections 62 7.8 Progressive Discipline 62 7.9 Problem Resolution 64 7.10 Workplace Etiquette 65 7.11 Suggestion Program 67 Acknowledgement of Receipt 68 Welcome to [YOUR COMPANY NAME]! On behalf of your colleagues, we welcome you to [YOUR COMPANY NAME] and wish you every success here. At [YOUR COMPANY NAME], we believe that each employee contributes directly to the growth and success of the company, and we hope you will take pride in being a member of our team. This handbook was developed to describe some of the expectations of our employees and to outline the policies, programs, and benefits available to eligible employees. Employees should become familiar with the contents of the employee handbook as soon as possible, for it will answer many questions about employment with [YOUR COMPANY NAME]. We believe that professional relationships are easier when all employees are aware of the culture and values of the organization. This guide will help you to better understand our vision for the future of our business and the challenges that are ahead. We hope that your experience here will be challenging, enjoyable, and rewarding. Again, welcome! [PRESIDENT NAME] President & CEO 1. Organization Description 1.1 Introductory Statement This handbook is designed to acquaint you with [YOUR COMPANY NAME] and provide you with information about working conditions, employee benefits, and some of the policies affecting your employment. You should read, understand, and comply with all provisions of the handbook. It describes many of your responsibilities as an employee and outlines the programs developed by [YOUR COMPANY NAME] to benefit employees. One of our objectives is to provide a work environment that is conducive to both personal and professional growth. No employee handbook can anticipate every circumstance or question about policy. As [YOUR COMPANY NAME] continues to grow, the need may arise and [YOUR COMPANY NAME] reserves the right to revise, supplement, or rescind any policies or portion of the handbook from time to time as it deems appropriate, in its sole and absolute discretion. Employees will be notified of such changes to the handbook as they occur. 1.2 Customer Relations Customers are among our organization's most valuable assets. Every employee represents [YOUR COMPANY NAME] to our customers and the public. The way we do our jobs presents an image of our entire organization. Customers judge all of us by how they are treated with each employee contact. Therefore, one of our first business priorities is to assist any customer or potential customer. Nothing is more important than being courteous, friendly, helpful, and prompt in the attention you give to customers. [YOUR COMPANY NAME] will provide customer relations and services training to all employees with extensive customer contact. Customers who wish to lodge specific comments or complaints should be directed to the [TITLE AND NAME OF THE PERSON RESPONSIBLE] for appropriate action. Our personal contact with the public, our manners on the telephone, and the communications we send to customers are a reflection not only of ourselves, but also of the professionalism of [YOUR COMPANY NAME]. Positive customer relations not only enhance the public's perception or image of [YOUR COMPANY NAME], but also pay off in greater customer loyalty and increased sales and profit. 1.3 Products and Services Provided You will find more information about our products and services by reading the [YOUR COMPANY NAME] Corporate Brochures. 1.4 Facilities and Location(s) Head Office: [ADDRESS] [CITY], [STATE] [ZIP/POSTAL CODE] [COUNTRY] 1.5 The History of [YOUR COMPANY NAME] [DESCRIBE THE HISTORY OF YOUR COMPANY HERE] 1.6 Management Philosophy [YOUR COMPANY NAME] management philosophy is based on responsibility and mutual respect. Our wishes are to maintain a work environment that fosters on personal and professional growth for all employees. Maintaining such an environment is the responsibility of every staff person. Because of their role, managers and supervisors have the additional responsibility to lead in a manner which fosters an environment of respect for each person. People who come to [YOUR COMPANY NAME] want to work here because we have created an environment that encourages creativity and achievement. [YOUR COMPANY NAME] aims to become a leader in [DESCRIBE YOUR COMPANY'S FIELD OF EXPERTISE]. The mainstay of our strategy will be to offer a level of client focus that is superior to that offered by our competitors. To help achieve this objective, [YOUR COMPANY NAME] seeks to attract highly motivated individuals that want to work as a team and share in the commitment, responsibility, risk taking, and discipline required to achieve our vision. Part of attracting these special individuals will be to build a culture that promotes both uniqueness and a bias for action. While we will be realistic in setting goals and expectations, [YOUR COMPANY NAME] will also be aggressive in reaching its objectives. This success will in turn enable [YOUR COMPANY NAME] to give its employees above average compensation and innovative benefits or rewards, key elements in helping us maintain our leadership position in the worldwide marketplace. 1.7 Goals [DESCRIBE YOUR COMPANY'S GOALS HERE] 2. The Employment 2","Employee Handbook","34",280,"https://templates.business-in-a-box.com/imgs/1000px/employee-handbook-D712.png","https://templates.business-in-a-box.com/imgs/250px/712.png","https://templates.business-in-a-box.com/svgs/docviewerWebApp1.html?v6#712.xml",{"title":6,"description":6},[99,102],{"label":100,"url":101},"Human Resources","human-resources",{"label":103,"url":104},"Company Policies","company-policies","employee handbook","/template/employee-handbook-D712",{"description":108,"descriptionCustom":6,"label":109,"pages":110,"size":111,"extension":10,"preview":112,"thumb":113,"svgFrame":114,"seoMetadata":115,"parents":116,"keywords":119,"url":120},"CODE OF ETHICS [YOUR COMPANY NAME] [YOUR COMPANY NAME] will conduct its business honestly and ethically wherever we operate in the world. We will constantly improve the quality of our services, products and operations and will create a reputation for honesty, fairness, respect, responsibility, integrity, trust and sound business judgment. No illegal or unethical conduct on the part of officers, directors, employees or affiliates is in the company's best interest. [YOUR COMPANY NAME] will not compromise its principles for short-term advantage. The ethical performance of this company is the sum of the ethics of the men and women who work here. Thus, we are all expected to adhere to high standards of personal integrity. Officers, directors, and employees of the company must never permit their personal interests to conflict, or appear to conflict, with the interests of the company, its clients or affiliates. Officers, directors and employees must be particularly careful to avoid representing [YOUR COMPANY NAME] in any transaction with others with whom there is any outside business affiliation or relationship. Officers, directors, and employees shall avoid using their company contacts to advance their private business or personal interests at the expense of the company, its clients or affiliates. No bribes, kickbacks or other similar remuneration or consideration shall be given to any person or organization in order to attract or influence business activity. Officers, directors and employees shall avoid gifts, gratuities, fees, bonuses or excessive entertainment, in order to attract or influence business activity. Officers, directors and employees of [YOUR COMPANY NAME] will often come into contact with, or have possession of, proprietary, confidential or business-sensitive information and must take appropriate steps to assure that such information is strictly safeguarded. This information - whether it is on behalf of our company or any of our clients or affiliates - could include strategic business plans, operating results, marketing strategies, customer lists, personnel records, upcoming acquisitions and divestitures, new investments, and manufacturing costs, processes and methods. Proprietary, confidential and sensitive business information about this company, other companies, individuals and entities should be treated with sensitivity and discretion and only be disseminated on a need-to-know basis. Misuse of material inside information in connection with trading in the company's securities can expose an individual to civil liability and penalties under the [ACT]","Code of Ethics","2",33,"https://templates.business-in-a-box.com/imgs/1000px/code-of-ethics-D704.png","https://templates.business-in-a-box.com/imgs/250px/704.png","https://templates.business-in-a-box.com/svgs/docviewerWebApp1.html?v6#704.xml",{"title":6,"description":6},[117,118],{"label":100,"url":101},{"label":103,"url":104},"code ethics","/template/code-of-ethics-D704",{"description":122,"descriptionCustom":6,"label":123,"pages":124,"size":125,"extension":10,"preview":126,"thumb":127,"svgFrame":128,"seoMetadata":129,"parents":131,"keywords":130,"url":134},"ANTI-HARASSMENT POLICY OVERVIEW The company is committed to providing a working environment free of discrimination and/or harassment. We prohibit discrimination/harassment in the workplace, whether committed by or against managers, colleagues, customers, suppliers or visitors. We want our employees to work and grow in a healthy, respectful and productive environment. Discrimination or harassment in the workplace based on race, colour, religion, sex, national origin, citizenship, age, sexual orientation, disability, marital status or any other basis prohibited by law, will not be tolerated. The company prohibits inappropriate conduct based on any of the above characteristics at work, in the company's business or at events sponsored by the company. SCOPE This policy applies to all current employees of [COMPANY NAME], including full-time and part-time, contractual, permanent and temporary employees and also applies to job applicants. This policy applies to all behaviour related in any way to work, including off-site meetings, training and business trips. HARASSEMENT / DISCRIMINATION DEFINITION Harassment / Discrimination Harassment / discrimination is unwanted, unreasonable and offensive behaviour towards the person being harassed, which creates an intimidating, hostile or humiliating work environment for the person concerned. There are different types of harassment that can occur at work, it can be based on: Race, ethnic origin, nationality or skin colour Gender identity and/or sexual orientation Religious or political convictions Membership or no-membership of a trade union Disabilities, illness, sensory impairments or learning difficulties Age Pregnancy/maternity/paternity This list is not exhaustive Harassment is: Offending or humiliating someone physically or verbally; Threatening or intimidating someone; Making unwelcome jokes or comments about someone's race, national or ethnic origin, colour, religion, age, sex, sexual orientation, marital status, family status, disability or pardoned conviction. Harassment can occur between people of the same sex or opposite sex. Sexual Harassment Sexual harassment has been defined as unwanted and unwelcome sexual advances, requests for sexual favours, and other verbal or physical conduct of a sexual nature that: Is made either explicitly or implicitly a term or condition of employment; Issued as a basis for employment decisions affecting such an individual; Has the purpose or effect of substantially interfering with an individual's work performance and of creating an intimidating, hostile, or offensive work environment. The company prohibits inappropriate conduct that is sexual in nature of work, on company business, or at company-sponsored events including the following: Offensive or humiliating behaviour that is related to a person's sex; Behaviour of a sexual nature that creates an intimidating, unwelcome, hostile or offensive work environment; Behaviour of a sexual nature that could reasonably be thought to put sexual conditions on a person's job or employment opportunities. Comments, jokes, or degrading language; Sexually suggestive objects, books, magazines, photography, cartoons, pictures, calendars, posters, electronic communications, or other materials; Unwelcome sexual advances, requests for sexual favours, or any sexual touching; Offering favourable terms or conditions of employment or benefits in exchange for sexual favours or threatening or imposing less-favourable terms or conditions of employment if sexual favours are refused. Sexual harassment is prohibited whether it's between member of the opposite sex or members of the same sex. MANAGEMENT AND STAFF RESPONSIBIITY All managers have a responsibility to maintain a workplace free of discrimination and personal harassment. Managers are directly responsible for the conduct of their staff and the smooth running of their department. Also, [COMPANY NAME] expects all employees to comply with this policy and all employees to conduct themselves appropriately. Management are responsible for: ","Anti Harassment Policy","4",513,"https://templates.business-in-a-box.com/imgs/1000px/anti-harassment-policy-D12624.png","https://templates.business-in-a-box.com/imgs/250px/12624.png","https://templates.business-in-a-box.com/svgs/docviewerWebApp1.html?v6#12624.xml",{"title":130,"description":6},"anti harassment policy",[132,133],{"label":100,"url":101},{"label":103,"url":104},"/template/anti-harassment-policy-D12624",{"description":136,"descriptionCustom":6,"label":137,"pages":138,"size":125,"extension":10,"preview":139,"thumb":140,"svgFrame":141,"seoMetadata":142,"parents":144,"keywords":143,"url":151},"NON-DISCLOSURE AGREEMENT (NDA) This Non-Disclosure Agreement (the \"Agreement\") is made and effective [DATE], BETWEEN: [YOUR COMPANY NAME] (the \"Disclosing Party\"), a corporation organized and existing under the laws of the [State/Province] of [STATE/PROVINCE], with its head office located at: [YOUR COMPLETE ADDRESS] AND: [RECEIVING PARTY NAME] (the \"Receiving Party\"), an individual with his main address located at OR a corporation organized and existing under the laws of the [State/Province] of [STATE/PROVINCE], with its head office located at: [COMPLETE ADDRESS] WHEREAS, Receiving Party has been or will be engaged in the performance of work on [DESCRIBE]; and in connection therewith will be given access to certain confidential and proprietary information; and WHEREAS, Receiving Party and Disclosing Party wish to evidence by this Agreement the manner in which said confidential and proprietary material will be treated. NOW, THEREFORE, it is agreed as follows: NON-DISCLOSURE OF CONFIDENTIAL INFORMATION Both Parties understand and agree that each Party may have access to the confidential information of the other party. For the purposes of this Agreement, \"Confidential Information\" means proprietary and confidential information about the Disclosing Party's (or it's suppliers') business or activities. Such information includes all business, financial, technical, and other information marked or designated by such Party as \"confidential\" or \"proprietary.\" Confidential Information also includes information which, by the nature of the circumstances surrounding the disclosure, ought in good faith to be treated as confidential. For the purposes of this Agreement, Confidential Information does not include: Information that is currently in the public domain or that enters the public domain after the signing of this Agreement. Information a Party lawfully receives from a third Party without restriction on disclosure and without breach of a non-disclosure obligation. Information that the Receiving Party knew prior to receiving any Confidential Information from the Disclosing Party. Information that the Receiving Party independently develops without reliance on any Confidential Information from the Disclosing Party. Each Party agrees that it will not disclose to any third Party or use any Confidential Information disclosed to it by the other Party except when expressly permitted in writing by the other Party. Each Party also agrees that it will take all reasonable measures to maintain the confidentiality of all Confidential Information of the other Party in its possession or control. TERM The term of this Agreement is [number] of [years/months] from the date of execution by both Parties. TITLE The Receiving Party agrees that all Confidential Information furnished by the Disclosing Party shall remain the sole property of the Disclosing Party. DISCLAIMER","Non Disclosure Agreement Nda","3","https://templates.business-in-a-box.com/imgs/1000px/non-disclosure-agreement-nda-D12692.png","https://templates.business-in-a-box.com/imgs/250px/12692.png","https://templates.business-in-a-box.com/svgs/docviewerWebApp1.html?v6#12692.xml",{"title":143,"description":6},"non disclosure agreement nda",[145,148],{"label":146,"url":147},"Legal Agreements","business-legal-agreements",{"label":149,"url":150},"Confidentiality Agreements","confidentiality-agreement","/template/non-disclosure-agreement-nda-D12692",{"description":153,"descriptionCustom":6,"label":154,"pages":155,"size":156,"extension":10,"preview":157,"thumb":158,"svgFrame":159,"seoMetadata":160,"parents":161,"keywords":165,"url":166},"INDEPENDENT CONTRACTOR AGREEMENT This Independent Contractor Agreement (\"Agreement\") is made and effective [Date], BETWEEN: [INDEPENDENT CONTRACTOR NAME] (the \"Independent Contractor\"), a company organized and existing under the laws of the [State/Province] of [STATE/PROVINCE], with its head office located at: [COMPLETE ADDRESS] AND: [YOUR COMPANY NAME] (the \"Company\"), a company organized and existing under the laws of the [State/Province] of [STATE/PROVINCE], with its head office located at: [YOUR COMPLETE ADDRESS] RECITALS Independent Contractor is engaged in providing [Describe] business services, its Employer Tax I.D. Number is [Insert], and its Business License Number is [insert]. Independent Contractor has complied with all Federal, State, and local laws regarding business permits, sales permits, licenses, reporting requirements, tax withholding requirements, and other legal requirements of any kind that may be required to carry out said business and the Scope of Work which is to be performed as an Independent Contractor pursuant to this Agreement. Independent Contractor is or remains open to conducting similar tasks or activities for clients other than the Company and holds themselves out to the public to be a separate business entity. Company desires to engage and contract for the services of the Independent Contractor to perform certain tasks as set forth below. Independent Contractor desires to enter into this Agreement and perform as an independent contractor for the company and is willing to do so on the terms and conditions set forth below. NOW, THEREFORE, in consideration of the above recitals and the mutual promises and conditions contained in this Agreement, the Parties agree as follows: TERMS This Agreement shall be effective commencing [Date], and shall continue until terminated at the completion of the Scope of Work which shall occur no later than [Date] or by either party as otherwise provided herein. STATUS OF INDEPENDENT CONTRACTOR This Agreement does not constitute a hiring by either party. It is the parties intentions that Independent Contractor shall have an independent contractor status and not be an employee for any purposes, including, but not limited to, [laws]. Independent Contractor shall retain sole and absolute discretion in the manner and means of carrying out their activities and responsibilities under this Agreement. This Agreement shall not be considered or construed to be a partnership or joint venture, and the Company shall not be liable for any obligations incurred by Independent Contractor unless specifically authorized in writing. Independent Contractor shall not act as an agent of the Company, ostensibly or otherwise, nor bind the Company in any manner, unless specifically authorized to do so in writing. TASKS, DUTIES, AND SCOPE OF WORK Independent Contractor agrees to devote as much time, attention, and energy as necessary to complete or achieve the following: [Describe]. The above to be referred to in this Agreement as the \"Scope of Work\". It is expected that the Scope of Work will completed by [Date]. Independent Contractor shall additionally perform any and all tasks and duties associated with the Scope of Work set forth above, including but not limited to, work being performed already or related change orders. Independent Contractor shall not be entitled to engage in any activities which are not expressly set forth by this Agreement. The books and records related to the Scope of Work set forth in this Agreement shall be maintained by the Independent Contractor at the Independent Contractor's principal place of business and open to inspection by Company during regular working hours. Documents to which Company will be entitled to inspect include, but are not limited to, any and all contract documents, change orders/purchase orders and work authorized by Independent Contractor or Company on existing or potential projects related to this Agreement. Independent Contractor shall be responsible to the management and directors of Company, but Independent Contractor will not be required to follow or establish a regular or daily work schedule. Supply all necessary equipment, materials and supplies. Independent Contractor will not rely on the equipment or offices of Company for completion of tasks and duties set forth pursuant to this Agreement. Any advice given Independent Contractors regarding the scope of work shall be considered a suggestion only, not an instruction. Company retains the right to inspect, stop, or alter the work of Independent Contractor to assure its conformity with this Agreement. ASSURANCE OF SERVICES Independent Contractor will assure that the following individuals (the \"Key Employees\") will be available to perform, and will perform, the Services hereunder until they are completed (identify by title and name as applicable): [Name of Key Employee, Title] [Name of Key Employee, Title] The Key Employees may be changed only with the prior written approval of the Company, which approval shall not be unreasonably withheld. COMPENSATION Independent Contractor shall be entitled to compensation for performing those tasks and duties related to the Scope of Work as follows: [Describe] Such compensation shall become due and payable to Independent Contractor in the following time, place, and manner: [Describe] NOTICE CONCERNING WITHHOLDING OF TAXES Independent Contractor recognizes and understands that it will receive a [specify tax] statement and related tax statements, and will be required to file corporate and/or individual tax returns and to pay taxes in accordance with all provisions of applicable Federal and State law. Independent Contractor hereby promises and agrees to indemnify the Company for any damages or expenses, including attorney's fees, and legal expenses, incurred by the Company as a result of independent contractor's failure to make such required payments. AGREEMENT TO WAIVE RIGHTS TO BENEFITS Independent Contractor hereby waives and foregoes the right to receive any benefits given by Company to its regular employees, including, but not limited to, health benefits, vacation and sick leave benefits, profit sharing plans, etc. This waiver is applicable to all non-salary benefits which might otherwise be found to accrue to the Independent Contractor by virtue of their services to Company, and is effective for the entire duration of Independent Contractor's agreement with Company. This waiver is effective independently of Independent Contractor's employment status as adjudged for taxation purposes or for any other purpose. Neither this Agreement, nor any duties or obligations under this Agreement may be assigned by either party without the consent of the other. TERMINATION This Agreement may be terminated prior to the completion or achievement of the Scope of Work by either party giving [number] days written notice. Such termination shall not prejudice any other remedy to which the terminating party may be entitled, either by law, in equity, or under this Agreement. NON-DISCLOSURE OF TRADE SECRETS, CUSTOMER LISTS AND OTHER PROPRIETARY INFORMATION Independent Contractor agrees not to disclose or communicate, in any manner, either during or after Independent Contractor's agreement with Company, information about Company, its operations, clientele, or any other information, that relate to the business of Company including, but not limited to, the names of its customers, its marketing strategies, operations, or any other information of any kind which would be deemed confidential, a trade secret, a customer list, or other form of proprietary information of Company. Independent Contractor acknowledges that the above information is material and confidential and that it affects the profitability of Company. ","Independent Contractor Agreement","6",62,"https://templates.business-in-a-box.com/imgs/1000px/independent-contractor-agreement-D160.png","https://templates.business-in-a-box.com/imgs/250px/160.png","https://templates.business-in-a-box.com/svgs/docviewerWebApp1.html?v6#160.xml",{"title":6,"description":6},[162],{"label":163,"url":164},"Consultant & Contractors","consulting-contractor-business","independent contractor agreement","/template/independent-contractor-agreement-D160",{"description":168,"descriptionCustom":6,"label":169,"pages":170,"size":125,"extension":10,"preview":171,"thumb":172,"svgFrame":173,"seoMetadata":174,"parents":176,"keywords":175,"url":182},"EMPLOYMENT AGREEMENT - AT WILL EMPLOYEE This Employment Agreement for \"At Will\" Employee (the \"Agreement\") is made and effective this [DATE], BETWEEN: [EMPLOYEE NAME] (the \"Employee\"), an individual with his main address at: [COMPLETE ADDRESS] AND: [YOUR COMPANY NAME] (the \"Corporation\"), an entity organized and existing under the laws of the [State/Province] of [STATE/PROVINCE], with its head office located at: [YOUR COMPLETE ADDRESS] RECITALS In consideration of the covenants and agreements herein contained and the moneys to be paid hereunder, the Corporation hereby employs the Employee and the Employee hereby agrees to perform services as an employee of the Corporation, on an \"at will\" basis, upon the following terms and conditions: APPOINTMENT The Employee is hereby employed by the Corporation to render such services and to perform such tasks as may be assigned by the Corporation. The Corporation may, in its sole discretion, increase or reduce the duties, or modify the title and job description, of the Employee from time to time, and any such increase, reduction or modification shall not be deemed a termination of this Agreement. ACCEPTANCE OF EMPLOYMENT Employee accepts employment with the Corporation upon the terms set forth above and agrees to devote all Employee's time, energy and ability to the interests of the Corporation, and to perform Employee's duties in an efficient, trustworthy and business-like manner. DEVOTION OF TIME TO EMPLOYMENT The Employee shall devote the Employee's best efforts and substantially all of the Employee's working time to performing the duties on behalf of the Corporation. The Employee shall provide services during the hours that are scheduled by the Corporation management. The Employee shall be prompt in reporting to work at the assigned time. NO CONFLICT OF INTEREST Employee shall not engage in any other business while employed by the Corporation. Employee shall not engage in any activity that conflicts with the Employees duties to the Corporation. Employee shall not provide any service or lend any aid or assistance to any party that competes with the services offered by the Corporation. Employee shall not provide any services to clients or prospective clients of the Corporation outside of the provision of services for the Corporation, whether such services are provided with or without compensation or remuneration. CORPORATION PROPERTY Employee acknowledges and agrees that while employed by the Corporation the Employee may be provided with use of computer equipment and other property of the Corporation. The use and possession of the such items shall be subject to any policies, requirements or restrictions established by the Corporation. Such items may only be used in performance of the Employee's duties for the corporation. On request of the Corporation, the Employee shall immediately deliver any such items to the Corporation. Upon termination of employment, Employee shall have the affirmative duty to return any such item to the Corporation whether a request is made or not. The obligation to return Corporation property shall extend and include any and all work product, client property, proprietary rights, intangible property, and all other property of the corporation regardless of the form or medium. COMPENSATION The Corporation shall pay the Employee such hourly compensation as determined by the Corporation. Payment shall be at the same time as the Corporations usual payroll to other employees. BONUS & BENEFITS Payment of any bonuses shall be at the complete discretion of the Corporation. No guarantee or representation that any bonuses will be paid has been made to the Employee. Standard benefits that are provided to other non-management employees shall be offered to the Employee, subject to the Corporation's policies and the terms and conditions of such benefits. WITHHOLDING All sums payable to Employee under this Agreement will be reduced by all federal, state, local, and other withholdings and similar taxes and payments required by applicable law. QUALIFICATIONS OF EMPLOYEE The employee shall satisfy all of the qualification that are established by the Corporation. TERM OF AGREEMENT There shall be no guaranteed term of employment. Employer acknowledges and agrees that Employee shall be an \"At Will\" Employee and that Employee's employment may be terminated at any time by the Corporation, with or without cause. FEES FROM EMPLOYEE'S WORK The Corporation shall have exclusive authority to determine the fees, or a procedure for establishing the fees, to be charged to clients by the Corporation for services that are provided by the Employee. All sums paid to the Employee or the Corporation in the way of fees, in cash or in kind, or otherwise for services of the Employee, shall, except as otherwise specifically agreed by the Corporation, be and remain the property of the Corporation and shall be included in the Corporation's name in such checking account or accounts as the Corporation may from time to time designate. CLIENTS AND CLIENT RECORDS The Corporation shall have the authority to determine who will be accepted as clients of the Corporation, and the Employee recognizes that such clients accepted are clients of the Corporation and not the Employee. All client records and files of any type concerning clients of the Corporation shall belong to and remain the property of the Corporation, notwithstanding the subsequent termination of the employment. POLICIES AND PROCEDURES The Corporation shall have the authority to establish from time to time the policies and procedures to be followed by the Employee in performing services for the Corporation. This may include, but is not necessarily limited to, employment policies, computer use policies, Internet access policies, email policies, and all other policies, procedures, directives, and mandates established by the Corporation, whether or not in written form or formally adopted. Employee shall abide by the provisions of any contract entered into by the Corporation under which the Employee provides services. Employee shall comply with the terms and conditions of any and all contracts entered by the Corporation. TERMINATION Employee acknowledges and agrees that Employee is an \"at will\" employee of the Corporation. As such, no term of employment is created hereby and employee may be terminated at any time in the sole discretion of the Corporation, whether there exists any cause for termination or not. CREATIONS AND INVENTIONS Employee acknowledges and agrees that any and all work product of the Employee that is conceived or created during the Employee's employment with the Corporation is the exclusive property of the Corporation. This shall include any and all copyrights, trade secrets, confidential information, patents, trademarks, trade dress, ideas, concepts, plans, business plans, business concepts, techniques, inventions, drawings, artwork, logos, graphics, web pages, databases, software, programs, CGI's, plug ins, applications, brochures, inventions, marketing plans and concepts, and all other ideas and work product of the Employee. The Employee acknowledges and agrees that all creations shall be \"works made for hire\" as defined in the [ACT OR CODE]. Notwithstanding the fact that this material may be considered to be a work made for hire, Employee agrees, during Employee's employment and thereafter, which covenant shall survive any termination of the employment relationship, to execute any and all documents requested by the Corporation to confirm the Corporation's ownership and control of all such material, including but not limited to assignments of copyright, confirmations of work for hire status, waivers of proprietary rights, copyright application, and any other documents requested by Corporation. RESTRICTIVE COVENANTS","Employment Agreement_At Will Employee","7","https://templates.business-in-a-box.com/imgs/1000px/employment-agreement_at-will-employee-D541.png","https://templates.business-in-a-box.com/imgs/250px/541.png","https://templates.business-in-a-box.com/svgs/docviewerWebApp1.html?v6#541.xml",{"title":175,"description":6},"employment agreement_at will employee",[177,178,181],{"label":100,"url":101},{"label":179,"url":180},"Hire an Employee","hire-employee",{"label":146,"url":147},"/template/employment-agreement_at-will-employee-D541",false,{"seo":185,"reviewer":198,"quick_facts":202,"at_a_glance":204,"personas":208,"variants":233,"glossary":257,"sections":287,"how_to_fill":338,"common_mistakes":379,"faqs":404,"industries":432,"comparisons":449,"diy_vs_pro":461,"educational_modules":474,"related_template_ids_curated":477,"schema":489,"classification":491},{"meta_title":186,"meta_description":187,"primary_keyword":188,"secondary_keywords":189},"Board Resolution Affirming Non-Discrimination Policy | BIB","Free board resolution template affirming a non-discrimination policy. Covers scope, protected classes, enforcement, and board authorization.","board resolution non-discrimination policy template",[190,191,192,193,194,195,196,197],"non-discrimination policy board resolution","board resolution equal opportunity","non-discrimination resolution template","board resolution template word","corporate non-discrimination policy template","nonprofit board resolution template","equal employment opportunity resolution","board resolution affirming diversity policy",{"name":199,"credential":200,"reviewed_date":201},"Bruno Goulet","CEO, Business in a Box","2026-05-02",{"difficulty":203,"legal_review_recommended":183,"signature_required":183},"medium",{"what_it_is":205,"when_you_need_it":206,"whats_inside":207},"A Board Resolution Affirming Non-Discrimination Policy is a formal document by which an organization's board of directors officially adopts and ratifies the company's commitment to equal treatment across all protected classes. This free Word download provides a structured, board-ready template you can edit online and export as PDF for inclusion in board minutes, grant applications, or regulatory filings.\n","Use it when the board needs to formally adopt or reaffirm a non-discrimination policy — typically at founding, when applying for tax-exempt status, when a funder or government agency requires documented board-level commitment, or when updating an existing policy to reflect new protected classes or legal requirements.\n","A preamble establishing the board's authority, whereas clauses identifying applicable laws and organizational values, the operative resolution language adopting the policy, a defined scope covering employees, contractors, and third parties, enforcement and reporting mechanisms, and a certification block recording the vote and date of adoption.\n",[209,213,217,221,225,229],{"title":210,"use_case":211,"icon_asset_id":212},"Nonprofit executive directors","Satisfying IRS, grant funder, or government agency requirements for a board-adopted non-discrimination policy","persona-nonprofit-exec",{"title":214,"use_case":215,"icon_asset_id":216},"Corporate governance officers","Formalizing board-level ratification of the company's EEO and anti-harassment commitments","persona-operations-director",{"title":218,"use_case":219,"icon_asset_id":220},"HR managers","Anchoring the employee handbook's non-discrimination policy to a formal board resolution for enforceability","persona-hr-manager",{"title":222,"use_case":223,"icon_asset_id":224},"Startup founders","Establishing foundational governance documents before a seed round or accelerator application","persona-startup-founder",{"title":226,"use_case":227,"icon_asset_id":228},"Board secretaries","Recording and filing the resolution as part of official board minutes and corporate records","persona-small-business-owner",{"title":230,"use_case":231,"icon_asset_id":232},"Government contractors","Documenting board-level non-discrimination commitment required by federal or state contracting regulations","persona-franchise-applicant",[234,237,241,245,249,253],{"situation":235,"recommended_template":7,"slug":236},"Nonprofit organization seeking 501(c)(3) status or grant funding","board-resolution-affirming-non-discrimination-policy-D29",{"situation":238,"recommended_template":239,"slug":240},"Corporation adopting a standalone EEO policy for the employee handbook","Equal Employment Opportunity Policy","equal-opportunity-policy-D13265",{"situation":242,"recommended_template":243,"slug":244},"Organization adopting a broader DEI commitment beyond legal minimums","Diversity and Inclusion Policy","diversity-equity-and-inclusion-policy-D13330",{"situation":246,"recommended_template":247,"slug":248},"Board formally adopting an anti-harassment and anti-retaliation policy","Anti-Harassment Policy","anti-harassment-policy-D12624",{"situation":250,"recommended_template":251,"slug":252},"Board ratifying any major operational policy as a standing resolution","General Board Resolution Template","board-resolution-to-issue-general-release-D68",{"situation":254,"recommended_template":255,"slug":256},"Board adopting a written code of conduct covering all protected-class protections","Code of Ethics and Conduct","code-of-conduct-and-ethics-policy-D13626",[258,260,263,266,269,272,275,278,281,284],{"term":50,"definition":259},"A formal written decision made by an organization's board of directors, recorded in the minutes, that creates an official record of board action.",{"term":261,"definition":262},"Whereas Clause","A recital paragraph beginning with 'Whereas' that sets out the factual background and rationale leading to the operative resolution.",{"term":264,"definition":265},"Operative Clause","The binding paragraph in a resolution — typically introduced by 'Be It Resolved' — that states the actual decision or commitment the board is adopting.",{"term":267,"definition":268},"Protected Class","A group of people sharing a characteristic — such as race, sex, religion, national origin, disability, or age — that anti-discrimination laws prohibit using as a basis for adverse decisions.",{"term":270,"definition":271},"Equal Employment Opportunity (EEO)","The principle and legal requirement that employment decisions must be based on qualifications and performance, not on characteristics protected by law.",{"term":273,"definition":274},"Scope of Policy","The explicit definition of which people and activities the non-discrimination policy covers — typically employees, applicants, contractors, volunteers, and clients.",{"term":276,"definition":277},"Enforcement Mechanism","The designated process and responsible parties for receiving complaints, investigating violations, and applying remedies under the policy.",{"term":279,"definition":280},"Quorum","The minimum number of board members who must be present for a meeting to be valid and for any resolution passed at that meeting to be binding.",{"term":282,"definition":283},"Certification Block","The section of the resolution signed by the board secretary or chair that records the vote count, date of adoption, and confirms the resolution is a true copy of the board's action.",{"term":285,"definition":286},"Minutes","The official written record of a board meeting's proceedings, including resolutions passed, votes recorded, and attendees present.",[288,293,298,303,308,313,318,323,328,333],{"name":289,"plain_english":290,"sample_language":291,"common_mistake":292},"Caption and identifying information","States the full legal name of the organization, the type of meeting (regular or special), the date, and the title of the resolution.","RESOLUTION OF THE BOARD OF DIRECTORS OF [ORGANIZATION LEGAL NAME] — A [STATE] [ENTITY TYPE] — ADOPTED AT A [REGULAR / SPECIAL] MEETING OF THE BOARD HELD ON [DATE].","Using a trade name instead of the organization's registered legal name. This creates a mismatch with corporate records and can invalidate the document for regulatory or grant purposes.",{"name":294,"plain_english":295,"sample_language":296,"common_mistake":297},"Preamble and authority statement","Identifies the board's authority to act and establishes that a quorum was present and the meeting was duly called.","The undersigned, being all of the directors of [ORGANIZATION NAME], hereby certify that a quorum was present at a duly noticed meeting held on [DATE] and that the following resolution was adopted by a vote of [X] in favor, [X] opposed, and [X] abstaining.","Omitting the quorum confirmation. Without it, the resolution may be challenged as improperly adopted under the organization's bylaws.",{"name":299,"plain_english":300,"sample_language":301,"common_mistake":302},"Whereas clauses (recitals)","A series of factual recitals explaining why the board is acting — citing applicable laws, organizational values, and the importance of the policy.","WHEREAS, [ORGANIZATION NAME] is committed to providing an environment free from discrimination and harassment; and WHEREAS, applicable federal and state laws, including [TITLE VII / ADA / ADEA / OTHER APPLICABLE LAW], prohibit discrimination on the basis of [LIST PROTECTED CLASSES]; and WHEREAS, the Board finds it appropriate to affirm this commitment by formal resolution…","Citing only federal law and ignoring state or local statutes that extend protection to additional classes. This makes the policy appear narrower than what the law actually requires in the organization's jurisdiction.",{"name":304,"plain_english":305,"sample_language":306,"common_mistake":307},"Operative resolution — policy adoption","The binding 'Be It Resolved' statement formally adopting the non-discrimination policy as an official policy of the organization.","BE IT RESOLVED, that [ORGANIZATION NAME] hereby adopts and affirms its Non-Discrimination Policy, a copy of which is attached hereto as Exhibit A, and directs that said policy be communicated to all employees, volunteers, and contractors.","Adopting the resolution without attaching the actual policy document. Referencing a policy that cannot be produced undermines enforceability and raises questions in audits or litigation.",{"name":309,"plain_english":310,"sample_language":311,"common_mistake":312},"Scope of coverage","Defines exactly who is protected and in which contexts — employment decisions, service delivery, volunteer activities, client interactions, and vendor relationships.","This policy applies to all employees, job applicants, volunteers, contractors, board members, and individuals receiving services from [ORGANIZATION NAME], without regard to [LIST PROTECTED CHARACTERISTICS].","Limiting scope to employees only. Nonprofits and service organizations must also cover clients, volunteers, and program participants to satisfy grant and regulatory requirements.",{"name":314,"plain_english":315,"sample_language":316,"common_mistake":317},"Protected characteristics","An explicit list of the characteristics on which discrimination is prohibited, drawn from applicable federal, state, and local law.","…without regard to race, color, religion, sex, national origin, age, disability, genetic information, sexual orientation, gender identity, marital status, veteran status, or any other characteristic protected by applicable law.","Using an outdated list that omits sexual orientation or gender identity, both of which are now covered by federal law under Bostock v. Clayton County (2020) and by many state statutes.",{"name":319,"plain_english":320,"sample_language":321,"common_mistake":322},"Enforcement and reporting procedure","Names the responsible officer or committee for receiving complaints, the investigation process, confidentiality protections, and the anti-retaliation commitment.","Complaints of discrimination or harassment should be reported to [TITLE / NAME / DESIGNATED OFFICER]. [ORGANIZATION NAME] will investigate all complaints promptly and confidentially and prohibits retaliation against any individual who reports a concern in good faith.","Designating the CEO or executive director as the sole complaint recipient. This creates a conflict of interest when the complaint involves senior leadership; always designate a secondary or alternate contact.",{"name":324,"plain_english":325,"sample_language":326,"common_mistake":327},"Training and communication commitment","Commits the organization to distributing the policy to all covered parties and providing periodic training to staff and board members.","The Executive Director is directed to distribute this policy to all employees and volunteers upon adoption and annually thereafter, and to ensure that training on non-discrimination obligations is provided to all staff no less than once per calendar year.","Adopting the policy without any communication directive. A resolution that sits in board minutes without being distributed to staff has no practical effect and will not satisfy funder or regulatory requirements.",{"name":329,"plain_english":330,"sample_language":331,"common_mistake":332},"Review and amendment provision","States how often the policy will be reviewed and how amendments must be approved — typically by board vote — to keep the policy current with changing law.","This policy shall be reviewed by the Board no less than once every [TWO / THREE] years, or sooner if required by changes in applicable law, and may be amended by a majority vote of the Board at any duly noticed meeting.","No review provision at all. Policies adopted without a review cycle become outdated and may fail to cover newly protected classes added by subsequent legislation.",{"name":334,"plain_english":335,"sample_language":336,"common_mistake":337},"Certification and signature block","The board secretary or chair certifies the vote, the date of adoption, and that the resolution is a true and accurate record of board action.","I, [SECRETARY NAME], Secretary of [ORGANIZATION NAME], hereby certify that the foregoing resolution was duly adopted by the Board of Directors at a meeting held on [DATE] at which a quorum was present and acting throughout. Date: [DATE]. Signature: ___________.","Having only the secretary sign without recording the vote tally. Grant applications and regulatory filings often require the numeric vote (e.g., 7 in favor, 0 opposed) to confirm the resolution passed with proper authority.",[339,344,349,354,359,364,369,374],{"step":340,"title":341,"description":342,"tip":343},1,"Enter the organization's legal name and meeting details","Replace all [ORGANIZATION LEGAL NAME] placeholders with the exact registered name. Enter the meeting type (regular or special), date, and location or virtual platform.","Cross-check the name against your state corporate registry or IRS determination letter — a mismatch can delay grant approvals.",{"step":345,"title":346,"description":347,"tip":348},2,"Confirm quorum and record attendance","Enter the names of directors present, confirm the total meets your bylaw quorum requirement, and note any directors participating remotely if your bylaws permit it.","If your bylaws require written notice for special meetings, attach a copy of the notice to the resolution file as supporting documentation.",{"step":350,"title":351,"description":352,"tip":353},3,"Customize the whereas clauses to your applicable laws","Add the specific federal, state, and local statutes that apply to your organization and jurisdiction. Include any funder or grant program requirements that mandate a non-discrimination commitment.","Nonprofits applying for federal grants should reference the applicable program's civil rights statutes (e.g., Title VI, Section 504, Title IX) in the recitals to satisfy compliance reviewers.",{"step":355,"title":356,"description":357,"tip":358},4,"Complete the protected-characteristics list","Start from the federal floor (Title VII, ADA, ADEA, GINA, Bostock) and add state and local protected classes applicable to your location — common additions include sexual orientation, gender identity, source of income, and familial status.","Check your state's Fair Employment Practices Agency (FEPA) statute for protected classes that exceed the federal minimum — many states add 10 or more additional categories.",{"step":360,"title":361,"description":362,"tip":363},5,"Attach the full policy document as Exhibit A","The resolution adopts the policy by reference — so the actual policy document must be attached. If your organization does not yet have a written policy, draft it before the board meeting.","Version-stamp the attached policy (e.g., 'Non-Discrimination Policy v1.0, adopted [DATE]') so future amendments are clearly distinguishable from the originally adopted version.",{"step":365,"title":366,"description":367,"tip":368},6,"Designate the complaint officer and alternate","Name the title (not just a personal name) of the primary complaint recipient and an alternate for situations involving senior leadership. Enter the contact method — email address or phone — for reporting.","Using a title rather than a personal name means the designation remains valid when staff turn over, without requiring a board amendment.",{"step":370,"title":371,"description":372,"tip":373},7,"Record the vote and complete the certification block","Enter the numeric vote tally (in favor, opposed, abstaining), the date of adoption, and have the board secretary sign the certification block.","File the executed resolution with your corporate minute book within five business days of the meeting — delayed filing creates gaps that surface in due diligence and audits.",{"step":375,"title":376,"description":377,"tip":378},8,"Distribute and calendar the review date","Send the adopted resolution and attached policy to all employees, volunteers, and contractors. Set a calendar reminder for the review date specified in the amendment provision.","Store the executed PDF in a centrally accessible location and include the resolution number or date in the filename for easy retrieval during grant audits.",[380,384,388,392,396,400],{"mistake":381,"why_it_matters":382,"fix":383},"Adopting the resolution without attaching the policy","A resolution that references a policy document 'attached hereto' but lacks the attachment is incomplete. Grant reviewers and regulators will reject it, and the policy is unenforceable without its full text on record.","Finalize the non-discrimination policy document before the board meeting, attach it as Exhibit A, and store both documents together as a single file in the corporate records.",{"mistake":385,"why_it_matters":386,"fix":387},"Omitting quorum confirmation","A resolution passed without a documented quorum can be challenged as invalid under the organization's bylaws, exposing the board to liability and forcing a re-vote.","Record the total number of directors seated, the number present, and confirm the quorum requirement is met in the preamble before the operative clauses.",{"mistake":389,"why_it_matters":390,"fix":391},"Using an outdated protected-class list","Omitting sexual orientation and gender identity — now covered under federal law since 2020 — signals non-compliance to funders and government agencies reviewing the policy.","Update the list to reflect the current federal standard plus all applicable state and local additions, and include a catch-all phrase: 'or any other characteristic protected by applicable law.'",{"mistake":393,"why_it_matters":394,"fix":395},"Designating only the executive director as the complaint recipient","If a discrimination complaint involves the executive director or a board member, there is no independent path for the complainant to escalate — creating both a practical and legal conflict of interest.","Name a secondary designee (board chair, HR officer, or ombudsperson) and specify the escalation path when the primary recipient is implicated in the complaint.",{"mistake":397,"why_it_matters":398,"fix":399},"No distribution or training directive","A resolution filed only in the minute book has no operational effect. Federal and state funders require evidence that the policy was actually communicated to covered parties.","Include an explicit directive naming the responsible officer and the deadline for distribution to all employees, volunteers, and contractors, and require annual acknowledgment signatures.",{"mistake":401,"why_it_matters":402,"fix":403},"No review cycle specified","Anti-discrimination law changes regularly; a policy with no review provision becomes outdated silently, exposing the organization to liability for failing to cover newly protected classes.","Add a review provision requiring the board to revisit the policy at least every two to three years, or sooner upon any material change in applicable law.",[405,408,411,414,417,420,423,426,429],{"question":406,"answer":407},"What is a board resolution affirming a non-discrimination policy?","A board resolution affirming a non-discrimination policy is a formal written decision by an organization's board of directors that officially adopts the organization's commitment to equal treatment for all protected classes. It records the board's vote, cites the applicable laws, adopts the policy document by reference, and creates an official entry in the board minutes. It is commonly required by grant funders, government agencies, and accreditation bodies as proof that non-discrimination is a board-level commitment rather than an informal practice.\n",{"question":409,"answer":410},"Why do nonprofits need a board resolution for their non-discrimination policy?","Many federal and state grant programs, as well as the IRS 501(c)(3) application process, require proof that an organization's board has formally adopted a non-discrimination policy. A signed resolution included in board minutes provides that documented evidence. Without it, grant applications may be rejected or tax-exempt status delayed. Some funders require the resolution to be re-adopted or reaffirmed each grant cycle.\n",{"question":412,"answer":413},"What protected classes should the resolution cover?","At minimum, the resolution should cover all classes protected by federal law: race, color, religion, sex (including pregnancy), national origin, age (40 and over), disability, genetic information, and — following Bostock v. Clayton County (2020) — sexual orientation and gender identity. Many state and local laws add additional classes such as marital status, veteran status, source of income, and familial status. Including a catch-all phrase covering any characteristic protected by applicable law future-proofs the policy against subsequent statutory changes.\n",{"question":415,"answer":416},"Does a board resolution make the non-discrimination policy legally binding?","A board resolution is a formal governance document that demonstrates organizational commitment and satisfies many regulatory and funder requirements, but it does not substitute for compliance with applicable employment law. The organization remains subject to Title VII, the ADA, state fair employment statutes, and other applicable law regardless of whether a resolution exists. The resolution is evidence of good-faith adoption of the policy, which can be relevant in regulatory investigations and litigation.\n",{"question":418,"answer":419},"How often should the board reaffirm its non-discrimination policy?","Best practice is a formal board review every two to three years, or sooner when applicable law changes — for example, when a state legislature adds new protected classes or when a court decision expands existing protections. Some grant programs and accreditation bodies require annual reaffirmation. Including a review provision in the resolution itself ensures the board schedules this proactively rather than reactively.\n",{"question":421,"answer":422},"Can a small business use this resolution, or is it only for nonprofits?","Any organization with a board of directors — including for-profit corporations, LLCs with a board structure, cooperatives, and community organizations — can use this resolution. For-profit businesses may need it to satisfy investor due diligence, government contracting requirements, or workplace certification programs. It is most commonly used by nonprofits because of grant-funding requirements, but the document structure is equally appropriate for any board-governed entity.\n",{"question":424,"answer":425},"What is the difference between a non-discrimination policy and a board resolution?","The non-discrimination policy is the substantive document that defines protected classes, scope, complaint procedures, and enforcement. The board resolution is the governance act by which the board formally adopts that policy — creating a dated, voted, and certified record of the board's decision. The two documents work together: the resolution references and attaches the policy, and the policy is what employees and stakeholders actually follow. Neither document is complete without the other.\n",{"question":427,"answer":428},"Does the resolution need to be signed by all board members?","Typically only the board secretary — or in some organizations the board chair — signs the certification block confirming that the resolution was duly adopted. All members do not need to sign individually, but the vote tally (in favor, opposed, and abstaining) should be recorded to confirm the resolution passed with a proper majority. Check your organization's bylaws, which may specify signatory requirements for board resolutions.\n",{"question":430,"answer":431},"What should we do after the board adopts the resolution?","File the signed resolution in the corporate minute book, attach it to the board meeting minutes, distribute the attached policy to all employees, volunteers, and contractors, and store a signed acknowledgment from each covered party. For nonprofits, keep a copy readily accessible for grant applications and regulatory audits. Set a calendar reminder for the review date specified in the resolution's amendment provision.\n",[433,437,441,445],{"industry":434,"icon_asset_id":435,"specifics":436},"Nonprofits and Foundations","industry-nonprofit","Federal and state grant funders routinely require a board-adopted non-discrimination resolution as part of the grant application or compliance audit, making this document a prerequisite for funding eligibility.",{"industry":438,"icon_asset_id":439,"specifics":440},"Government Contractors","industry-professional-services","Federal contractors subject to Executive Order 11246 and related regulations must maintain board-level documentation of equal employment opportunity commitments as part of their affirmative action program.",{"industry":442,"icon_asset_id":443,"specifics":444},"Healthcare","industry-healthtech","Healthcare organizations receiving Medicare, Medicaid, or federal grant funding are required under Section 1557 of the ACA to have adopted non-discrimination policies covering patients and employees, typically evidenced by a board resolution.",{"industry":446,"icon_asset_id":447,"specifics":448},"Education","industry-education","Private schools, universities, and educational nonprofits must adopt board-level non-discrimination resolutions to comply with Title VI, Title IX, and Section 504 as conditions of federal financial assistance.",[450,454,456,458],{"vs":451,"vs_template_id":452,"summary":453},"Non-Discrimination Policy","","The non-discrimination policy is the operative document defining scope, protected classes, and complaint procedures. The board resolution is the governance act that formally adopts it. The policy tells employees what the rules are; the resolution creates the official corporate record that the board decided to follow those rules. Both documents are needed — the resolution is incomplete without the attached policy, and the policy lacks board-level authority without the resolution.",{"vs":239,"vs_template_id":452,"summary":455},"An EEO policy focuses specifically on employment decisions — hiring, promotion, compensation, and termination. A non-discrimination policy is broader, covering employees, clients, volunteers, and program participants in all organizational activities. The board resolution can adopt either or both, depending on the organization's obligations and funder requirements.",{"vs":255,"vs_template_id":452,"summary":457},"A code of conduct covers the full range of behavioral expectations — conflicts of interest, confidentiality, financial integrity, and non-discrimination among them. A board resolution affirming a non-discrimination policy is narrower and more specific, creating a standalone record of the board's commitment on this single issue. Grant applications and regulatory filings typically require the specific resolution, not a general code of conduct.",{"vs":459,"vs_template_id":452,"summary":460},"Board Meeting Minutes","Board minutes are the comprehensive record of everything discussed and decided at a meeting. A resolution is a discrete, self-contained document recording one specific board action that is excerpted into the minutes. Funders and agencies prefer to receive the standalone resolution rather than full meeting minutes because it isolates the specific commitment without disclosing unrelated board deliberations.",{"use_template":462,"template_plus_review":466,"custom_drafted":470},{"best_for":463,"cost":464,"time":465},"Nonprofits, small businesses, and any board-governed organization adopting a standard non-discrimination policy for the first time or reaffirming an existing one","Free","30–60 minutes to complete; adopted at the next board meeting",{"best_for":467,"cost":468,"time":469},"Organizations with complex grant compliance requirements, government contracting obligations, or operating in multiple jurisdictions with different protected-class statutes","$200–$500 for a one-hour HR attorney or compliance consultant review","1–3 days",{"best_for":471,"cost":472,"time":473},"Large employers, federally regulated industries, or organizations facing active EEOC investigations or litigation where the resolution language requires specific legal precision","$500–$2,000+","1–2 weeks",[475,476],"how-to-run-a-board-meeting","nonprofit-compliance-essentials",[478,479,480,248,481,482,483,484,485,486,487,488],"board-resolution-D78","employee-handbook-D712","code-of-ethics-D704","non-disclosure-agreement-nda-D12692","independent-contractor-agreement-D160","employment-agreement_at-will-employee-D541","job-offer-letter-long-D12769","employee-dismissal-letter-D508","strategic-planning-template-D13857","corporate-governance-policy-D13943","board-meeting-minutes-D13904",{"emit_how_to":490,"emit_defined_term":490},true,{"primary_folder":492,"secondary_folder":493,"document_type":494,"industry":495,"business_stage":496,"tags":497,"confidence":503},"business-administration","board-governance","resolution","general","all-stages",[498,499,500,501,502],"policy","compliance","governance","board-resolution","non-discrimination",0.95,"\u003Ch2>What is a Board Resolution Affirming Non-Discrimination Policy?\u003C/h2>\n\u003Cp>A \u003Cstrong>Board Resolution Affirming Non-Discrimination Policy\u003C/strong> is a formal governance document by which an organization's board of directors officially adopts and places on record its commitment to equal treatment across all protected classes in employment, service delivery, and organizational activities. The resolution cites applicable federal, state, and local anti-discrimination laws, adopts the organization's written non-discrimination policy by reference, defines who is covered, establishes enforcement responsibility, and records the board vote and date of adoption as a permanent entry in the corporate minutes. It functions as the bridge between an internal policy and a verified, board-level commitment that external parties — funders, regulators, and accreditors — can rely on.\u003C/p>\n\u003Ch2>Why You Need This Document\u003C/h2>\n\u003Cp>Without a board-adopted resolution, a non-discrimination policy is an internal document with no formal governance backing — and many funders, government agencies, and grant programs will not accept it as evidence of organizational commitment. Federal grant compliance reviewers, state nonprofit oversight bodies, and accreditation programs routinely require a signed, dated board resolution as a condition of eligibility, approval, or continued funding. For organizations applying for 501(c)(3) status, a board-adopted non-discrimination policy is part of demonstrating that the organization operates for public benefit rather than private interest. Beyond compliance, the resolution creates the organizational accountability structure — naming who receives complaints, how investigations are conducted, and when the policy must be reviewed — that transforms a document into an enforceable standard. This template gives any board the structure to adopt a complete, defensible resolution in a single meeting.\u003C/p>\n",1778773564098]