Harrell’s Employee Handbook, September 2023
Any employees with questions or concerns about equal employment opportunities in the workplace are encouraged to speak with their supervisor or a Human Resources representative. The Company will not allow any form of retaliation against individuals who raise equal employment opportunity issues. Employees who feel they have been subjected to any such retaliation should notify their supervisor or a Human Resources representative. Retaliation means adverse conduct taken because an individual reported an actual or a perceived violation of this policy, opposed practices prohibited by this policy, or participated in the reporting and investigation process described below. “Adverse conduct” includes but is not limited to: (1) Shunning and avoiding an individual who reports harassment, discrimination, or retaliation; (2) Express or implied threats or intimidation intended to prevent an individual from reporting harassment, discrimination, retaliation, or (3) Denying employment benefits because an applicant or employee reported harassment, discrimination, or retaliation or participated in the reporting and investigation process. Other examples of retaliation include termination, demotion, denial of promotion, unjustified negative evaluations, increased surveillance, harassment, and assault. Complaints of discrimination should be filed according to the procedures described in the Employee Complaint and Remedy Procedure as outlined in the Workplace Professionalism & Performance section of this handbook. RELIGIOUS ACCOMMODATION Harrell’s respects the sincerely-held religious beliefs and practices of all employees and will provide, on request, an accommodation for such observances when a reasonable accommodation is available that does not create an undue hardship on the company’s business. Requesting a Religious Accommodation An employee whose religious beliefs or practices conflict with their job, work schedule, or Harrell’s policies or practices on personal appearance, uniform, or other aspects of employment and who seeks a religious accommodation must submit a written request for the accommodation to their immediate supervisor. The written request should include the type of religious conflict that exists and the employee’s suggested accommodation. Providing Religious Accommodation The immediate supervisor will submit all accommodation requests to Human Resources and confer with them regarding the requested accommodation. Human Resources will evaluate the request, considering whether a work conflict exists due to a sincerely-held religious belief or practice and whether an accommodation is available that is reasonable and would not create an undue hardship on Harrell’s business. An accommodation may include and is not limited to a change in job, using paid leave or leave without pay, allowing an exception to the dress and appearance policy that does not affect the safety or uniform requirement aspects of employment.
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