Supporting Local communities

Public Disclosure

This notice is set to inform the public at large that von Keller Foundation Trust, herein called (“the Foundation”), is informing all interested parties of the following:

Introduction

Guidelines for the acceptable use of the Foundation’s name, logo, and other communications assets (such as pictures and videos) by its grantees and vendors are provided in this document. A synopsis of allowed and prohibited disclosures is given on the first page. But please take the time to carefully read this entire paper. The conditions of your agreement with the Foundation will take precedence over these rules in the event of a conflict.

These guidelines are intended to notify the general public that the von Keller Foundation, also referred to as “the Foundation,” is notifying all parties involved of the following:

Public Disclosures of Funding:

The following details on the financial award or the services you contributed to the Foundation may be made public:

● The name of the Foundation for non-commercial uses

● The entire or highest sum granted

● Description of the supported project or event

● An explanation of the contracted services, as long as it doesn’t

divulge information while adhering to your confidentiality commitments.

Endorsement of Foundation Disclosures:

Before utilising the Foundation’s name for marketing, you must get prior written consent. Press releases, public statements, case studies, and compensated digital media are all used for promotional purposes. logo for any objective. Although a written trademark logo permission letter may be requested for the Corporation’s logo to be used, vendors that produce products with logos that are exclusively owned and made available by the Foundation or on its behalf are exempt from this need. Communications materials (such as images, videos, infographics, etc.) Except in cases where the Foundation specifies otherwise in a services agreement, all uses of the Foundation’s footage and photographs must be charitable and must comply with our photography and video license.

Prohibited Public Disclosures

The following are not allowed:

Using the Foundation’s name or logo for retail or commercial endeavours.

Declaring or suggesting that you, your goods, or your services are endorsed by the Foundation.

Subgrantees, subcontractors, contingent labour, agents, or affiliates may express or suggest that their operations, goods, or services are directly funded by or supported by the Foundation.

Guidelines for use: Corporation Name.

The name of the Foundation Trust may be used by the recipient or partner in plain, unstyled text for the following purposes:

Refer to the von Keller Foundation Trust’s relationship with it.

A vendor putting us as a customer on its website or a grantee listing our name alongside that of other funders in a printed event program are examples of permitted name usage, in which the Corporation and the relationship are not particularly mentioned or promoted.

Using the Von Keller Foundation name as part of an award title, program or initiative name, or for any kind of commercial or retail purpose is an example of inappropriate name usage. Such use may erroneously imply authorship, ownership, and control of the von Keller Foundation name.

Research supported by the von Keller Foundation, in whole or in part, served as the basis for this material, publication, presentation, and report. The writers’ results and conclusions are their own, and they may not represent the von Keller Foundation’s opinions or policies.

This material(s) publication(s) presentation(s) report(s) was prepared for the von Keller Foundation. The findings and conclusions contained within are those of the authors and do not necessarily reflect positions or policies of the von Keller Corporation.

Further guidelines:

Participants are under no obligation to publicise the Foundation’s grant through the media or other means of communication, or to acknowledge the Foundation in materials. The grant or contract owner of the Foundation must examine and authorise any press releases or grant announcements you decide to disseminate. The announcement plan and documentation must be created by the grantee or vendor.

Until the grant agreement has been signed and returned to the Foundation, all information pertaining to the grant or contract must be kept private and not made public.

Please use an ampersand instead of “and” when spelling out “von Keller Foundation.” Instead of shortening the name to the Foundation, please use “the Foundation” (lowercase) in subsequent references. “von Keller Foundation” may be used when clarification is required.

Announcements made by recipients or partners should not contain template material from the Foundation. Announcements about recipients or partners should not utilise the Foundation’s logo. Quotes for grantee or vendor announcements will not be given by Foundation staff. Unless it is a joint release with the Foundation, the press release’s headline shouldn’t contain the Foundation’s name. On the other hand, a subheadline might use our name. The name of the Foundation shouldn’t come first in sentences:

i.e. False: X Organisation has received funding from the “von Keller Corporation” to create a vaccine against malnutrition.

i.e. True: The von Keller Foundation awards the funding to “X Organisation” for the development of a sustainable farming..

It is prohibited to use the Corporation logo in conjunction with any third-party trademarks (names or logos) in a way that implies co-branding or that might lead to misunderstandings regarding the ownership of the Corporation logo or the source or sponsorship of the materials. The grant owner or the contract owner must approve any co-branded initiatives.

● Our logo must stay in place, be positioned correctly in the layout, be printed or published in a colour that matches our palette or inverted to white, and have enough white space surrounding it. For more specific details, see the Logo Specification Guidelines.

Under some conditions, you could be granted formal consent to use the Corporation’s logo in connection with goods or services that aren’t sold directly.

by the Corporation, to signify a sponsorship or financial arrangement. Requests for such use will be carefully reviewed because the use of the logo implies the Corporation’s sponsorship, affiliation, endorsement, and/or approval of a particular grantee’s or vendor’s activities or products. Using a logo on a retail goods (such as a book or t-shirt) or in a commercial advertisement are examples of inappropriate logo usage.

Assets: Digital Social Posts and Photos

A grantee or vendor may utilise foundation-owned photos or videos in its materials with written consent from the grant agreement, the contract owner, or the contract delegate(s), and in accordance with the conditions of a granted photography and video license.

Communication guidelines:

Images owned by the corporation that do not include the Executive Directors or the Board of Directors may be used in your philanthropic materials as long as they are used in a way that is reasonable, courteous, and topically appropriate for the given context. Any use is subject to separate photography and video licence terms and foundation permission.

Video or photos of the co-chairs, CEO, or division presidents that belong to the foundation cannot be used by grantees or contractors.

● Only if permission or licenses have been obtained from the owner of the copyright to the film or image may the Corporation and its vendors utilise non-Corporation-owned imagery. Only the individual or entity that possesses the rights to the video or image may grant permission. To ensure that the owner has the authority to redistribute the video or image, you might need to get a copy of the license agreement if the owner is not the original creator. You can use stock photos as long as you follow the permissions that came with them.

Disclosures

The purpose of this notice is to notify the general public that the von Keller Foundation Trust, hereby referred to as “the Foundation,” is notifying all parties who may be interested of the following:

No other global financial organisation governs, regulates, or controls the Foundation in any way. Only the board of directors has the authority to decide how to distribute any grants.
No upfront fees of engagement, including but not limited to any form of advance payment, loan, deposit, collateral, or other financial instrument, are ever charged by the Foundation as part of our procedure for financial or other support.
The Foundation will not permit any form of intermediary payment of fees or commissions from the capital amount of any grant allocated to any Government. Provisions for such payments are made in addition to the capital requirement for the Government requirement and will be paid in accordance with a pre-approved irrevocable master fee agreement IMFPA.
Anyone who wants to get paid up front for making an attempt to get in touch with the Foundation should be treated as a fraudster rather than an official representative.
No collateral is needed by the Foundation in order to obtain any kind of funding. This means that there are no assurances of any kind, no pledges of in-ground assets, no repayment terms for grant financing, and no promises of political favours of any kind.
Any person seeking to be paid upfront for any effort in initiating a relationship with the Foundation should be viewed as an imposter and not a true spokesperson.

Any individual or group who requests upfront fees or deviates from the aforementioned is not associated with or approved by the Foundation. In these circumstances, a thorough criminal and judicial inquiry into these unidentified and unapproved individuals or groups should be started.

For assistance in such situations, please do not hesitate to call our corporate offices, which are open from 09.00 to 22.00 eastern standard time, and speak with our direct legal counsel.

No transaction will be started by the Foundation until a verification has been completed. The Foundation must grant authority to verify beforehand, and it can be.

Procedures for Communicating with Us

To prevent fraudulent activities by unauthorized individuals posing as official representatives of the Foundation and to ensure clear verification of all authorized personnel, the Foundation requests that live video verification be conducted directly with any involved party.

All decisions or agreements will only be recognized by the Foundation as true, authentic, and valid if verified directly via live video with the founder and executive director Ndira von Keller-Njoku.

The board of directors and the founder, Ndira von Keller-Njoku, formally request an investigation, arrest, and prosecution for any individuals who are not authorized, as they may be acting with criminal and fraudulent intent to undermine the company. All agreements must be in writing, signed with the company’s seal, coat of arms, watermarks, and, in most cases, a thumbprint.

In this scenario, the complete terms of this Protocol for authorised Communication shall apply to the requesting person, entity, or company. The executive director formally requests that any individual acting outside these protocols be investigated, arrested, and prosecuted to the fullest extent of the law, as their actions would constitute clear criminal and fraudulent behaviour.

Foundation Anti-Harassment Coordinator (AHC) – Anti-Harassment Procedures

Purpose

The purpose of these procedures is to provide a clear framework for the prevention, reporting, investigation, and resolution of harassment complaints within the Foundation. These procedures ensure a prompt, impartial, and confidential response to all concerns, in alignment with the Foundation’s values of dignity, respect, and inclusivity.

Scope

These procedures apply to all Foundation events, programs, digital platforms, and spaces, including staff, volunteers, contractors, partners, and community members.

Role of the Anti-Harassment Coordinator (AHC)

The AHC is responsible for:

Promoting awareness of the Foundation’s anti-harassment policy.
Receiving and documenting harassment complaints.
Ensuring prompt and fair resolution of complaints.
Coordinating investigations or referring cases to appropriate channels.
Supporting affected parties and safeguarding confidentiality.
Reporting on harassment trends while protecting individual privacy.

Definitions

Harassment includes but is not limited to:

Unwelcome verbal, physical, or visual conduct based on race, gender, sexual orientation, disability, religion, or other protected status.
Bullying, intimidation, or threats.
Sexual harassment, including unwelcome advances or requests for sexual favors.
Retaliation against individuals who report or participate in an investigation.

Reporting Procedures

5.1 How to Report

Any individual who experiences or witnesses harassment may report it by:

Contacting the AHC directly via email, phone, or designated reporting form.
Submitting an anonymous report through a secure channel (if available).

5.2 Initial Response

Upon receiving a complaint, the AHC will:

Acknowledge receipt within 24–72 hours.
Assure the complainant that the matter will be handled confidentially and respectfully.
Conduct an initial assessment to determine severity and next steps.

Investigation Process

6.1 Preliminary Review

The AHC will:

Interview the complainant to gather key facts.
Assess whether immediate action is required (e.g., temporary separation of involved parties).

6.2 Formal Investigation

If warranted, the AHC will:

Notify all involved parties.
Interview witnesses and collect documentation.
Maintain objectivity and confidentiality throughout the process.

6.3 Findings and Outcomes

After review, the AHC will:

Prepare a confidential report with findings.
Recommend appropriate action (disciplinary, restorative, or preventative).
Communicate results to relevant decision-makers and the complainant (as appropriate).

Support and Protection

Confidentiality: All reports and investigations are handled discreetly.
Protection from Retaliation: Retaliation against any party involved in a complaint is strictly prohibited.
Support Services: The AHC will refer individuals to counseling, legal support, or other resources as needed.

Documentation and Recordkeeping

All reports and investigations will be documented securely.
Records will be retained per the Foundation’s data retention policy and reviewed annually for policy improvements.

Training and Awareness

The AHC will coordinate regular anti-harassment training for staff, volunteers, and leadership.
Materials will include definitions, case studies, reporting mechanisms, and bystander intervention techniques.

Review and Revision

These procedures shall be reviewed annually by the AHC and Foundation leadership to ensure effectiveness and compliance with legal standards and community needs.

What Does Harassment in the Workplace Look Like?

Harassment in the workplace can take many forms, but it generally involves unwelcome conduct that creates an intimidating, hostile, or offensive work environment. Here’s a breakdown of what it can look like:

Types of Workplace Harassment

Verbal Harassment

Insults, slurs, or name-calling based on race, gender, religion, sexual orientation, disability, etc.
Offensive jokes or comments
Threats or shouting
Persistent unwelcome teasing

Physical Harassment

Unwanted touching (e.g., hugging, patting, brushing against someone)
Physical intimidation (e.g., blocking someone’s path, standing too close)
Actual physical assault

Visual Harassment

Offensive posters, cartoons, or drawings
Inappropriate emails, texts, or social media posts
Leering or making obscene gestures

Sexual Harassment

Unwanted sexual advances
Requests for sexual favors (especially if linked to job conditions or promotions)
Inappropriate comments about appearance or body
Sharing explicit content

Psychological/Emotional Harassment

Constant criticism or belittling
Isolation or exclusion from work activities
Spreading rumors or gossip
Undermining someone’s work or authority

Discriminatory Harassment

Targeting someone based on protected characteristics (race, age, disability, etc.)
Making derogatory comments or assumptions
Creating policies or practices that unfairly impact a group

What It Might Look Like Day-to-Day

A manager constantly yells at one employee but treats others respectfully.
A co-worker tells racial or sexual jokes and dismisses objections as “just joking.”
An employee is excluded from meetings and social events without reason.
Someone repeatedly touches a colleague despite being asked to stop.
A group of employees mocks another for their accent, religion, or appearance.

Key Characteristics

Unwanted behavior: The behavior is not invited or encouraged.
Pattern or severity: It’s either a repeated pattern or one very severe incident.
Impact on the work environment: It affects the victim’s ability to do their job or feel safe at work.

Contract Employees Harassing Conduct

Harassing conduct by contract employees can take many forms, just like harassment by permanent staff. The key distinction is that contract employees are not directly employed by the company but are still expected to follow the same workplace conduct policies. Here’s what contract employee harassing conduct may look like:

🔹 Verbal Harassment

Repeated offensive jokes, slurs, or comments about race, gender, religion, age, sexual orientation, disability, or other protected characteristics.
Inappropriate sexual comments or innuendos.
Mocking someone’s accent, language skills, or cultural background.

🔹 Physical Harassment

Unwanted touching, hugging, or invading personal space.
Blocking someone’s movement or physically intimidating behavior.
Gestures or expressions that are sexually suggestive or threatening.

🔹 Visual or Written Harassment

Sharing or displaying offensive images, memes, cartoons, or posters.
Sending inappropriate texts, emails, or social media messages.
Writing demeaning comments on notes, whiteboards, or shared documents.

🔹 Sexual Harassment

Quid pro quo situations: implying that job benefits depend on sexual favors.
Unwelcome sexual advances, persistent flirting, or romantic attention.
Commenting on someone’s appearance in a sexual or objectifying way.

🔹 Psychological or Emotional Harassment

Bullying, yelling, or aggressive outbursts.
Repeated belittling or undermining of a person’s work or intelligence.
Isolating someone from work-related activities or communication.

🔹 Cyber Harassment

Using work systems or personal devices to harass coworkers (e.g., emails, messaging apps).
Spreading rumors or false information online or through digital platforms.

Anti-Harassment Procedures

Anti-Harassment Procedures

Purpose

These procedures are established to maintain a respectful, safe, and inclusive environment, free from all forms of harassment, including but not limited to sexual, verbal, physical, and psychological harassment.

Scope

These procedures apply to all employees, contractors, interns, volunteers, and any other individuals conducting business on behalf of the organization, regardless of location.

Definitions

Harassment: Unwelcome conduct based on race, color, religion, sex (including sexual orientation and gender identity), national origin, age, disability, or genetic information.
Sexual Harassment: Unwanted sexual advances, requests for sexual favors, and other verbal or physical harassment of a sexual nature.

Prevention Measures

Mandatory anti-harassment training for all employees and managers annually.
Clearly displayed anti-harassment policy in employee handbooks and common areas.
Promotion of a respectful culture through leadership, communication, and feedback.
Inclusion of behavioral expectations in performance reviews.

Reporting Harassment

Reports may be made verbally or in writing to:
- A direct supervisor or manager
- Human Resources (HR)
- Anonymously via designated hotline or reporting software (if available)
No retaliation will be tolerated against any individual who reports harassment in good faith.

Investigation Process

Upon receiving a complaint:

Acknowledgment: The complaint will be acknowledged promptly (within 48 hours).
Assignment: A neutral investigator (internal or external) will be assigned.
Investigation:
- Interviews with complainant, accused, and relevant witnesses.
- Review of any supporting documents, messages, or evidence.
Confidentiality: All investigations will be conducted discreetly and confidentially, to the extent possible.
Timeline: Investigations will typically be completed within 15–30 business days.

Resolution and Disciplinary Action

Upon completion of the investigation, a written report will be submitted to HR or leadership.
If harassment is substantiated, corrective action will be taken, which may include:
- Counseling or training
- Written warning or probation
- Suspension or termination
Both parties will be informed of the outcome, within legal and privacy constraints.

Appeals

Either party may appeal the outcome within 10 business days of notification.
Appeals will be reviewed by a different investigator or senior leader not involved in the original case.

Record-Keeping

HR will maintain confidential records of all harassment complaints, investigations, findings, and outcomes in secure files, in compliance with data protection laws.