EEO & Non-Discrimination Policy

Article 1: Introduction and Purpose

1.1 Purpose

The Bitcoin District Initiative (hereinafter “the Corporation”) is dedicated to advancing public understanding of Bitcoin and open-source technologies through education and community engagement. To support this mission, the Corporation is committed to providing equal employment opportunities and prohibiting discrimination in employment based on race, color, religion, sex (including pregnancy, childbirth, or related medical conditions), national origin, age, disability, genetic information, sexual orientation, gender identity or expression, or any other characteristic protected under applicable federal, state, or local law. This policy ensures compliance with the District of Columbia Human Rights Act (D.C. Code § 2-1401.01 et seq.), Title VII of the Civil Rights Act of 1964, the Americans with Disabilities Act (ADA), the Age Discrimination in Employment Act (ADEA), and other relevant laws. It fosters a workplace rooted in respect, dignity, and accessibility, promoting personal sovereignty and community collaboration.

1.2 Scope

This policy applies to all aspects of employment, including recruitment, hiring, promotion, compensation, benefits, training, discipline, and termination. It covers all directors, officers, employees, volunteers, and contractors of the Corporation.

Article 2: Non-Discrimination and Equal Employment Opportunity

2.1 Commitment to Non-Discrimination

The Corporation prohibits discrimination, harassment, or retaliation based on protected characteristics. Prohibited conduct includes:

• Unlawful harassment, such as offensive comments, slurs, or actions creating a hostile work environment.
• Retaliation against individuals who report concerns or participate in investigations.

2.2 Reasonable Accommodations

The Corporation will provide reasonable accommodations to qualified individuals with disabilities, unless doing so imposes an undue hardship. Accommodation requests should be directed to the Board of Directors.

Article 3: Reporting and Investigation Procedures

3.1 Reporting Channels

Individuals who experience or witness discrimination, harassment, or retaliation should report promptly to:

• Their immediate supervisor.
• Any member of the Board of Directors.
• An anonymous reporting mechanism, if available, as designated by the Board.

3.2 Investigation Process

Reports will be investigated promptly, thoroughly, and confidentially by the Board of Directors or a designated investigator. Investigations may include interviews, document reviews, and other appropriate methods. Corrective actions, including disciplinary measures up to termination, will be taken based on findings.

3.3 Protection Against Retaliation

The Corporation prohibits retaliation against individuals who report concerns in good faith or participate in investigations. Violators may face disciplinary action, including termination or removal from the Board.

Article 4: Compliance and Policy Review

4.1 Compliance with Laws

This policy complies with:

• District of Columbia Human Rights Act (D.C. Code § 2-1401.01 et seq.).
• Title VII of the Civil Rights Act of 1964.
• Americans with Disabilities Act (ADA).
• Age Discrimination in Employment Act (ADEA).
• Other applicable federal, state, and local laws.

4.2 Policy Review

The Board of Directors will regularly review this policy to ensure it remains consistent with legal requirements and the Corporation’s commitment to equal employment opportunity and non-discrimination. The policy will be updated as needed to reflect changes in law or organizational needs.

Article 5: Administration

5.1 Oversight

The Board of Directors is responsible for:

• Overseeing policy implementation.
• Handling reports and investigations.
• Ensuring legal compliance.

5.2 Record-Keeping

Records of complaints, investigations, and resolutions will be maintained per the Corporation’s Record Retention and Destruction Policy.

Article 6: External Remedies

This policy does not limit rights or remedies available under applicable laws, including filing complaints with agencies like the U.S. Equal Employment Opportunity Commission (EEOC) or the DC Office of Human Rights.