Complaint Procedure Employees or contract workers who feel they have been harassed or discriminated against, or who witness any harassment or discrimination by an employee, contract worker, customer, vendor, or anyone else who does business with the Company, should immediately report such conduct to their supervisor or any other member of management. Do not allow an inappropriate situation to continue by not reporting it, regardless of who is creating the situation. No employee, contract worker, customer, vendor or other person who does business with this organization is exempt from the prohibitions in this policy. In response to every complaint, the Company will conduct an investigation and, if improper conduct is found, take appropriate corrective action. To the extent an employee or contract worker is not satisfied with the Company's handling of a harassment or discrimination complaint, they may also contact the appropriate state or federal enforcement agency for legal relief. Reporting & Investigation Procedures Any employee (including a supervisor or manager) who is threatened, is a victim of a violent act, is threatened with any form or retaliation, witnesses any threats or violent acts, or learns of any threats or violent acts is to report such activity to their supervisor or manager immediately. If the supervisor or manager is unavailable or the employee believes it would be inappropriate to contact that person, the employee should immediately contact Human Resources or another member of management. Each report will be promptly evaluated
Confidentiality Information about an incident or threat will be disclosed on a need-to-know basis only, to conduct a fair and thorough investigation and/or appropriate corrective action can be taken. Additionally, the Company will make every effort to ensure the safety and privacy of the individuals involved. Discipline An employee who engages in prohibited conduct will be subject to appropriate disciplinary action as determined by the findings of the investigation. Such discipline may include a warning, reprimand, suspension, or termination. In addition, certain actions may cause the employee to be held legally liable under state and/or federal law. Retaliation Episodes of workplace violence can only be eliminated if employees are willing and able to report threats, violent acts, and other unsafe conditions. To encourage employees to come forward without the fear of retaliation, Midwest Fastener Corp. promises to promptly investigate all complaints of retaliation and impose appropriate disciplinary action, up to and including termination. Workplace Monitoring The Human Resource Committee will routinely monitor the effectiveness of the Company’s violence prevention strategies. Changes will be made, as necessary, to correct deficiencies and reflect changing workplace conditions.
and investigated to determine what follow-up actions are necessary.
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800-444-7313 •
800-388-9798 •
fastenerconnection.com
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