CASAFC employees and applicants for employment are covered by federal laws and Presidential Executive Orders designed to safeguard employees and job applicants from discrimination on the basis of race, color, religion, sex (including pregnancy, gender identity, and sexual orientation), parental status, national origin, age, disability, genetic information (including family medical history), political affiliation, military service, or other non-merit-based factors.  These protections extend to all management practices and decisions, including recruitment and hiring, appraisal systems, promotions, training, and career development programs. Consistent with these obligations, CASAFC also provides reasonable accommodations to employees and applicants with disabilities and for sincerely held religious beliefs, observances. and practices. 

CASAFC employees and applicants are also protected against retaliation. Consistent with federal laws, acts of retaliation against an employee who engages in protected activity, such as reporting discrimination or harassment or participating in the EEO process, whistleblowing, or the exercise of any appeal or grievance right provided by law will not be tolerated at CASAFC.

In accordance with National CASA/GAL Association standard 3(D)(2): CASAFC administers its human resources practices to all persons (employees, interns, and volunteers) without discrimination based upon age, race, ethnicity, national origin (ancestry), color, religion (creed), gender, gender expression, sexual orientation, disability or physical challenge.

CASAFC employees or applicants and volunteers who believe that they have been subjected to discrimination, harassment, or retaliation should contact the Program Director (Volunteers), Executive Director (Employees) or the Personnel Chair if the issue involves the Executive Director.

Program Director:           Whitney Moscinski          920.257.4733
Executive Director:          Dawn Gohlke                     920.257.4733
Personnel Chair:              Kari Juadis*

*This position is held by a board member and changes periodically.  For a current name and contact information go to the shared drive/board folder/board of directors lists folder.  Then choose the appropriate calendar year.  Each Board Member has their position listed.  If there is no personnel chair, issues should be brought to the Board Chair.

CASAFC is committed to a workplace free of unlawful discrimination, harassment, and retaliation. CASAFC will take prompt action when an CASAFC employee, or non-employee is found to have engaged in discrimination, retaliation, or harassment (including sexual harassment) that may result in disciplinary actions up to termination of employment or dismissal from a volunteer position.