Workplace Commitments & Culture

47G is committed to maintaining a workplace where communication is clear, professional, and grounded in trust.

Employees are encouraged to raise questions, share ideas, identify concerns, and seek clarification early. Strong organizations do not avoid difficult conversations. They address issues directly, respectfully, and with the discipline required to protect the mission and the team.

Open communication supports alignment across the organization. It helps employees understand priorities, strengthens decision-making, and allows 47G to resolve concerns before they become larger obstacles.

Employees are expected to communicate with honesty, professionalism, and good faith. Leaders are expected to listen carefully, respond appropriately, and support a workplace where employees can raise concerns without fear of retaliation.

Employees should first bring work-related questions, concerns, or recommendations to their direct supervisor when appropriate. Supervisors are responsible for addressing concerns promptly, respectfully, and with appropriate discretion.

When an employee is uncomfortable speaking with their direct supervisor, when the concern involves the supervisor, or when the matter requires broader review, the employee may bring the concern to Human Resources or authorized leadership.

Employees are encouraged to raise concerns involving workplace conduct, safety, discrimination, harassment, retaliation, ethical issues, conflicts of interest, policy violations, or legal compliance as soon as possible.

47G expects concerns to be handled with professionalism. Employees should provide accurate information, avoid speculation, and participate in good faith in any review or resolution process.

47G values early resolution. Many workplace issues can be addressed effectively when employees communicate promptly, clarify expectations, and seek practical solutions.

Employees should not allow unresolved concerns to interfere with performance, teamwork, or trust. When a concern arises, employees are expected to take reasonable steps to address it through the appropriate channel.

Supervisors and leaders are expected to support early resolution by listening carefully, identifying the core issue, documenting concerns when appropriate, and taking action consistent with 47G policy and applicable law.

Early resolution does not prevent an employee from making a formal complaint when warranted. Some concerns, including harassment, discrimination, retaliation, safety threats, violence, or serious misconduct, should be reported promptly through the complaint reporting, investigation, and non-retaliation procedures described in Sections 4.5 through 4.7.

47G serves an ecosystem built from many disciplines, backgrounds, industries, communities, and perspectives. That range of experience strengthens the organization and the mission.

Employees are expected to treat one another with respect regardless of race, color, religion, sex, pregnancy, childbirth or related medical conditions, sexual orientation, gender identity, national origin, age, disability, veteran status, genetic information, citizenship status, or any other status protected by applicable law.

Respect for differences is not a passive standard. It requires disciplined conduct, professional communication, and the ability to work effectively with people who may think, lead, communicate, worship, serve, or experience the world differently.

47G expects employees to build trust through conduct that reflects maturity, fairness, and care for the dignity of others.

47G is committed to a workplace where employees can contribute fully, participate meaningfully, and perform at a high standard.

Employees are expected to support an inclusive environment by communicating respectfully, avoiding exclusionary conduct, welcoming appropriate collaboration, and recognizing the professional contributions of others.

Inclusive conduct includes giving colleagues fair access to information, meetings, opportunities, feedback, and decision-making processes relevant to their roles. It also includes avoiding comments, jokes, assumptions, or behaviors that undermine respect or create unnecessary division.

47G’s standard is straightforward: employees should help build a workplace where serious people can do serious work with trust, clarity, and mutual respect.

47G recognizes that employees may have cultural or religious practices that affect scheduling, dress, grooming, observance, or other workplace matters.

Employees who need a cultural or religious accommodation should notify their supervisor, Human Resources, or authorized leadership. 47G will review accommodation requests in good faith and provide reasonable accommodations when required by law and when the accommodation does not create an undue hardship or conflict with essential business needs.

Employees are expected to participate honestly and cooperatively in the accommodation process. Supervisors and leaders are expected to handle such requests with respect, discretion, and consistency.

47G complies with the Americans with Disabilities Act, the ADA Amendments Act, and applicable state and local laws concerning disability accommodation.

47G is committed to providing reasonable accommodations to qualified employees and applicants with disabilities when required by law, unless doing so would create an undue hardship or pose a direct threat that cannot be reduced by reasonable accommodation.

This commitment reflects both legal responsibility and organizational discipline. Employees should be able to pursue excellent work with the support required by law and appropriate to the role.

A reasonable accommodation may include a change or adjustment to the work environment, job structure, schedule, equipment, communication method, or other workplace practice that enables a qualified individual with a disability to perform the essential functions of the role.

47G will engage in an interactive process with the employee or applicant to understand the request, assess essential job functions, review possible accommodations, and determine an appropriate path forward.

47G may request documentation when permitted by law and necessary to evaluate the accommodation request. Medical information will be treated as confidential and shared only with individuals who have a legitimate need to know.

Accommodation decisions are made based on the facts of the request, applicable law, business needs, role requirements, and the ability to perform essential job functions.

Employees who believe they need a disability-related accommodation are responsible for notifying their supervisor, Human Resources, or authorized leadership.

Employees do not need to use specific legal terminology to request an accommodation. However, employees must provide enough information for 47G to understand that they may need a workplace adjustment due to a medical condition or disability.

Employees are expected to cooperate in the interactive process, provide requested information when lawful and appropriate, and communicate if an approved accommodation is not effective or if circumstances change.

47G prohibits retaliation against any employee or applicant for requesting an accommodation, participating in the accommodation process, or exercising rights protected by disability law.

47G respects employees’ sincerely held religious beliefs, practices, and observances.

Employees who need time away from work, schedule adjustments, dress or grooming accommodations, prayer time, or other reasonable accommodations related to religious observance should notify their supervisor, Human Resources, or authorized leadership as soon as possible.

47G will review religious accommodation requests in good faith and provide reasonable accommodations when required by law, unless doing so would create an undue hardship or materially interfere with essential business operations.

Religious accommodations may include schedule adjustments, shift changes, use of available leave, modifications to dress or grooming standards, or other reasonable measures depending on the circumstances.

Employees requesting a scheduling accommodation should make the request as early as possible so 47G can evaluate business needs, event obligations, meeting schedules, staffing requirements, and operational commitments.

Employees requesting dress or grooming accommodations must still comply with safety requirements, role-specific standards, facility requirements, and professional expectations unless otherwise required by law.

47G will work with employees to identify reasonable solutions that respect religious practice while maintaining the organization’s operating standards and responsibilities.

47G expects employees to address workplace conflict with maturity, professionalism, and respect.

When appropriate, employees are encouraged to resolve concerns directly with the person involved. Direct resolution should be handled calmly, privately, and with a focus on facts, expectations, and practical next steps.

If direct communication is not appropriate, effective, or safe, employees should bring the matter to their supervisor, Human Resources, or authorized leadership.

Informal resolution may include clarification of expectations, facilitated discussion, coaching, adjustment of responsibilities, improved communication practices, or other steps designed to restore alignment and trust.

When informal resolution is not appropriate or does not resolve the concern, an employee may submit a formal grievance to Human Resources or authorized leadership.

A formal grievance should include the nature of the concern, relevant dates, individuals involved, supporting information, prior steps taken to resolve the issue, and the outcome or remedy the employee is seeking.

47G will review formal grievances in a timely and professional manner. The scope and method of review will depend on the nature of the concern, the information available, applicable law, and the seriousness of the issue.

Employees are expected to participate honestly, maintain appropriate confidentiality, and avoid conduct that interferes with the review process.

47G may use a structured dispute resolution process when appropriate. The process may vary depending on the concern, but generally follows a disciplined path.

• Step One: Direct Discussion, When Appropriate

The employee may attempt to resolve the concern directly with the other individual involved, when the employee feels comfortable doing so and when the matter does not involve serious misconduct, harassment, discrimination, retaliation, safety concerns, or legal violations.

• Step Two: Supervisor Review

If direct discussion is not appropriate or does not resolve the concern, the employee should raise the issue with their supervisor. The supervisor should review the concern, gather relevant information, and work toward a practical resolution.

• Step Three: Human Resources or Leadership Review

If the concern remains unresolved, involves the supervisor, or requires broader review, the employee may elevate the matter to Human Resources or authorized leadership.

Human Resources or authorized leadership may conduct interviews, review documentation, consult with legal counsel, involve other leaders, or take other steps appropriate to the issue.

• Step Four: Final Organizational Determination

After review, 47G may communicate an outcome or next steps to the employee as appropriate. Depending on the nature of the matter, 47G may not be able to disclose all details of its review, personnel decisions, or corrective actions.

47G’s determination will be made in good faith based on available information, applicable policy, applicable law, and the organization’s responsibility to maintain a professional and safe workplace.

47G’s non-retaliation policy, described fully in Section 4.7, protects any employee who, in good faith, raises a concern, submits a grievance, or participates in the conflict resolution steps described above. Employees who believe they have experienced or witnessed retaliation for using this process should report it promptly to Human Resources, authorized leadership, or another appropriate reporting channel.