Definitions of Harassment a. Sexual harassment constitutes discrimination and is illegal under federal, state, and local laws. For purposes of this policy, sexual
c. Harassing conduct includes, but is not limited to epithets, slurs or negative stereotyping; threatening, intimidating or hostile acts; denigrating jokes and display or circulation in the workplace
or written or graphic material that denigrates or shows hostility or aversion toward an individual or group (including through email).
harassment is defined, as in the Equal Employment Opportunity Commission Guidelines, as unwelcome sexual advances, requests for sexual favors and other verbal or physical conduct of a sexual nature when, for example: ii. Submission to such conduct is made either explicitly or implicitly a term or condition of an individual’s employment. iii. Submission to or rejection of such conduct by an individual is used as the basis for employment decisions affecting such individual. iv. Such conduct has the purpose or effect of unreasonably interfering with an individual’s work performance or creating an intimidating, hostile or offensive working environment. b. Harassment based on any other protected characteristic is also strictly prohibited. Under this policy, harassment is verbal or physical conduct that degrades or shows hostility or aversion toward an individual because of their race, color, religion, national origin, age, disability, alienage, or citizenship status, marital status, creed, genetic predisposition or carrier status, sexual orientation or any other characteristic protected by law or that of their relatives, friends or associates, and that: i. Has the purpose or effect of creating an intimidating, hostile or offensive work environment. ii. Has the purpose or effect of unreasonably interfering with an individual’s work performance. iii. Otherwise adversely affects an individual’s employment opportunities.
Conduct prohibited by these policies is unacceptable in the workplace and in any work-related setting outside the workplace, such as during business trips, business meetings, and business-related social events. Midwest Fastener Corp. prohibits retaliation against any individual who reports discrimination or harassment or participates in an investigation of such reports. Retaliation against an individual for reporting harassment or discrimination or for participating in an investigation of a claim of harassment or discrimination is a serious violation of this policy and, like harassment or discrimination itself will be subject to disciplinary action. Midwest Fastener Corp. strongly urges the reporting of all incidents of discrimination, harassment, or retaliation, regardless of the offender’s identity or position. Individuals who believe they have experienced conduct that they believe is contrary to Midwest Fastener Corp.’s policy, who believe they have witnessed such conduct, or who have concerns about such matters should file their complaints with the Human Resources Department before the conduct becomes severe or pervasive. Individuals should not feel obligated to file their complaints with their immediate supervisor first before bringing the matter to the attention of the Midwest Fastener Corp. designated representatives identified above. If a supervisor or manager receives such a complaint or report, they must promptly inform Human Resources.
23
800-444-7313 •
800-388-9798 •
fastenerconnection.com
Made with FlippingBook - Online catalogs