This page informs you of our policies regarding the collection, use and disclosure of Personal Information when you use our Service.We will not use or share your information with anyone except as described in this Privacy Policy.We use your Personal Information for providing and improving the Service. By using the Service, you agree to the collection and use of information in accordance with this policy.


While using our Service, we may ask you to provide us with certain personally identifiable information that can be used to contact or identify you. Personally identifiable information (“Personal Information”) may include, but is not limited to:

  • Name
  • Email address
  • Telephone number
  • Address


We collect information that your browser sends whenever you visit our Service (“Log Data”). This Log Data may include information such as your computer’s Internet Protocol (“IP”) address, browser type, browser version, the pages of our Service that you visit, the time and date of your visit, the time spent on those pages and other statistics.


Cookies are files with small amount of data, which may include an anonymous unique identifier. Cookies are sent to your browser from a web site and stored on your computer’s hard drive.We use “cookies” to collect information. You can instruct your browser to refuse all cookies or to indicate when a cookie is being sent. However, if you do not accept cookies, you may not be able to use some portions of our Service.


We may employ third party companies and individuals to facilitate our Service, to provide the Service on our behalf, to perform Service-related services or to assist us in analyzing how our Service is used.These third parties have access to your Personal Information only to perform these tasks on our behalf and are obligated not to disclose or use it for any other purpose.


The security of your Personal Information is important to us, but remember that no method of transmission over the Internet, or method of electronic storage is 100% secure. While we strive to use commercially acceptable means to protect your Personal Information, we cannot guarantee its absolute security.


Our Service may contain links to other sites that are not operated by us. If you click on a third party link, you will be directed to that third party’s site. We strongly advise you to review the Privacy Policy of every site you visit.We have no control over, and assume no responsibility for the content, privacy policies or practices of any third party sites or services.


Our Service does not address anyone under the age of 18 (“Children”).We do not knowingly collect personally identifiable information from children under 18. If you are a parent or guardian and you are aware that your child has provided us with Personal Information, please contact us. If we discover that a child under 18 has provided us with Personal Information, we will delete such information from our servers immediately.


We will disclose your Personal Information where required to do so by law or subpoena.


We may update our Privacy Policy from time to time. We will notify you of any changes by posting the new Privacy Policy on this page.You are advised to review this Privacy Policy periodically for any changes. Changes to this Privacy Policy are effective when they are posted on this page.


If you have any questions about this Privacy Policy, please contact us.

Non-Discrimination Policy

The Oasis  of Kingsport, Inc. complies with Federal Law and does not discriminate based on race, ethnicity, color, sex, religion, age, national origin, ancestry, citizenship, or disability. Because the Oasis of Kingsport Inc is a 501-(3). Non-profit Women’s Day Center, it reserves the right to serve female clients, their , and grandchildren, which includes males 10 years of age and under. 

It is the policy of the Oasis of Kingsport, Inc. to provide equal services, including but not limited to: educational, volunteer, employment,  and Board of director opportunities without regard to race, ethnicity, color, sex, religion, age, national origin, ancestry , citizenship ,or disability..



It is the policy of the Oasis of Kingsport to work with Employees and Volunteers to resolve grievances in a swift and fair manner. We define a grievance as any complaint, problem, or concern of an employee or Volunteer. All employees and volunteers have the right to file a formal grievance. All grievances are subject to the scrutiny of the Director of Volunteers, Executive Director, or the Executive Board President. Grievances will be handled according to level of severity. If the grievance concerns another employee or volunteer, it is highly encouraged that every effort be made to resolve minor interpersonal conflicts one on one before resulting in filing a formal grievance. This practice is congruent with our organization’s Biblical values. Grievances concerning management are handled according to the chain of leadership. General procedures for handling grievances include but are not limited to review, meeting with individuals involved, recommendations, and discipline measures as needed. Guidelines of disciplinary action are outlined in the employee / volunteer handbook.

Policy elements

Grievance definition

We define grievance as any complaint, problem, or concern of an Employee and Volunteers regarding The Oasis of Kingsport.

Employees and Volunteers can file grievances for any of the following reasons:

  • Harassment
  • Health and safety
  • Supervisor behavior
  • Adverse changes in non-profit environment


Employees and Volunteers should try to resolve less important issues informally before they resort to a formal grievance.

Volunteers and Employees who wish to file a formal grievance can do so:


  • File a grievance form explaining the situation in detail and submit it to the person/s in charge. (This document can be obtained upon request.

Employees who face allegation have the right to:

  • Receive a copy of the allegations against them.
  • Respond to the allegations.
  • Appeal on any formal decision


Oasis of Kingsport is obligated to:

  • Have a formal grievance procedure in place.
  • Communicate the procedure.
  • Investigate all grievances promptly.
  • Treat all employees who file grievances equally.
  • Preserve confidentiality at any stage of the process.
  • Resolve all grievances when possible.
  • Respect its no-retaliation policy when employees file grievances with the company or external agencies (e.g., equal employment opportunity committee)





Employees and Volunteers are encouraged to talk to each other to resolve their problems. When this isn’t possible, Employees and Volunteers should know how to file a grievance:

1.Communicate informally with their direct supervisor. The supervisor will try to resolve the problem. When employees and Volunteers want to complain about their supervisor, they should first try to discuss the matter and resolve it between them.

Supervisors should try to resolve any grievance as quickly as possible. When they’re unable to do so, they will refer to a team of peers for guidance and accountability.

2.If the grievance relates the Director’s behavior that can bring disciplinary action (e.g. sexual harassment or violence), employees and volunteers may mail a grievance to CO Oasis Board President.

                Accommodate the procedure outlined below.

  1. Ask the employee or volunteer to fill out a grievance form.
  2. Talk with the employee or volunteer to ensure the matter is understood completely.
  3. Provide the employee or volunteer who faces allegations with a copy of the grievance.
  4. Organize mediation procedures (e.g., arranging a formal meeting)
  5. Investigate the matter or ask the help of an investigator when needed.
  6. Keep employees and volunteers informed throughout the process.
  7. Communicate the formal decision to all employees or volunteers involved.
  8. Take actions to ensure the formal decision is adhered to.
  9. Deal with appeals by gathering more information and investigating further.
  10. Keep accurate records.

This procedure may vary according to the nature of a grievance. For example, if an employee is found guilty of racial discrimination, the company will begin disciplinary procedures.