NWS has established the following:

• Our Code of Business Ethics and Conduct provides guidance to all employees on how to perform their daily activities within appropriate ethical and legal standards, and comply with applicable laws, rules, and regulations.
• The Code of Business Ethics and Conduct addresses standards for our staff to apply as they fulfill their duties. Some of the business practices that are addressed in the Code include, but are not limited to:
  • Accuracy of records
  • Protecting confidential information
  • Observing all laws, rules, and regulations applicable to NWS
  • Financial accounting systems
  • Honest and fair relationships with vendors
  • Conflicts of Interests
  • Gifts
• Political Activity policy (NWS is a non-profit, so this policy outlines the important legal restrictions on employee political fundraising); and
• Our Employee Protection (Whistleblower Policy) protects employees who properly disclose or report illegal or unethical conduct from unlawful retaliation and discrimination. The policy has multiple avenues for employees to make reports both inside and outside the organization.

Our commitment to our Fellows is demonstrated through the following measures:

• A comprehensive harassment prevention policy that is easy-to-understand and communicated to all Fellows, and which contains:
  • An unequivocal statement that harassment based on any legally protected characteristic will not be tolerated
  • Easy-to-understand description of harassment and prohibited conduct, including examples
  • A harassment reporting system that designates multiple individuals to whom Fellows can raise concerns
  • A statement describing the prompt, thorough investigation that will be conducted
  • A statement that any information gathered will be kept confidential to the extent possible
  • An assurance that appropriate disciplinary action will be taken along with any additional steps to prevent further violations of the policy
  • An assurance that any Fellow who reports harassment (experienced or observed), or who participates in an investigation, will be protected from retaliation;
• Required annual training of all Fellows so that they can recognize prohibited forms of harassment/discrimination and understand how to raise perceived harassment/discrimination concerns;
• Required, specialized training of NWS staff responsible for receiving and investigating complaints of harassment;
• Trained, objective, and neutral NWS investigators;
• Engagement of an expert to conduct annual civility training with all Fellows;
• A Sexual Misconduct and Sexual Consent policy, which states our commitment to maintaining an educational, working and living environment founded on civility and mutual respect, and explicitly states that sexual misconduct is antithetical to the standards and ideals of our community and will not be tolerated by NWS. NWS aims to eradicate sexual misconduct through education, training, clear policies, and serious consequences for violation of this policy;
• A Non-Discrimination policy;
• Ethics and Conduct policy, requiring our Fellows to act ethically and as reasonable adults, and refrain from actions that could cause themselves or others harm or injury;
• Drug-Free and Alcohol-Free Policy (prohibiting Fellows from being under the influence of illegal drugs or alcohol at any educational activity), and from manufacturing, distributing, dispensing, and possessing controlled substances (unless legally prescribed) on or off any NWS property (including NWS-owned housing where Fellows reside during their Fellowship);
• Weapons Policy; and
• All independent contractor agreements with Artists, Visiting Faculty, and other third parties prohibit romantic, dating, or sexual relationships with any current NWS Fellow or employee. Such agreements also require the contractor to treat the NWS Fellows and employees in a respectful, professional fashion, and refrain from any behavior that might make the Fellow or employee feel uncomfortable (e.g., overt physical displays of affection, sexual advances, and using sexual language in verbal, written, or electronic communications).

Based on our leadership’s commitment, NWS has the following measures in place for our employees:

• Partnership with TriNet, a Professional Employer Organization, to help develop and administer our personnel policies;
• A comprehensive harassment prevention policy that is easy-to-understand and communicated to all employees, and which contains:
  • An unequivocal statement that harassment based on any legally protected characteristic will not be tolerated
  • Easy-to-understand description of harassment and prohibited conduct, including examples
  • A harassment reporting system that designates both internal (company manager or official) and external (TriNet HR Representative or the TriNet Solution Center) individuals to whom employees can raise concerns
  • A statement describing the prompt, thorough investigation that will be conducted
  • A statement that any information gathered will be kept confidential to the extent possible
  • An assurance that appropriate disciplinary action will be taken along with any additional steps to prevent further violations of the policy
  • An assurance that an individual who reports harassment (experienced or observed), or who participates in an investigation, will be protected from retaliation;
• Required, specialized training of supervisors and NWS staff who are responsible for receiving and investigating complaints of harassment/discrimination;
• Trained, objective, and neutral NWS investigators;
• Required annual training of all employees so that they can recognize prohibited forms of harassment/discrimination and understand how to raise perceived harassment/discrimination concerns;
• Engagement of outside employment counsel to conduct training of supervisors so they understand how to prevent and respond to workplace harassment;
• Engagement of an expert to conduct annual workplace civility training for all employees;
• A Sexual Misconduct and Sexual Consent policy, which states our commitment to maintaining an educational, working and living environment founded on civility and mutual respect, and explicitly states that sexual misconduct is antithetical to the standards and ideals of our community and will not be tolerated by NWS. NWS aims to eradicate sexual misconduct through education, training, clear policies, and serious consequences for violation of this policy;
• An equal employment opportunity policy;
• A Workplace Security and Anti-Violence policy;
• A Weapons in the Workplace policy
• A Drug-Free Workplace policy;
• An Open Door policy;
• A Problem Resolution policy, which encourages an open and frank atmosphere in which any problem, complaint, suggestion, or question can be raised by employees and timely addressed; and
• All independent contractor agreements with Artists, Visiting Faculty, and other third parties prohibit romantic, dating, or sexual relationships with any current NWS Fellow or employee. Such agreements also require the contractor to treat the NWS Fellows and employees in a respectful, professional fashion, and refrain from any behavior that might make the Fellow or employee feel uncomfortable (e.g., overt physical displays of affection, sexual advances, and using sexual language in verbal, written, or electronic communications).