Harrell’s Employee Handbook, September 2023
WORKPLACE PROFESSIONALISM & PERFORMANCE
ANTI-HARASSMENT AND DISCRIMINATION POLICY Harrell’s is committed to creating a workplace free from unlawful harassment and discrimination. In keeping with this commitment, Harrell’s prohibits harassment and discrimination based on a person’s protected status, such as race, color, religious creed, gender, gender identity, gender expression, sex, sexual orientation, age, national origin, or ancestry, physical or mental disability, marital status, military status, veteran status, medical condition, genetic information, pregnancy, or any other protected status as defined by law. Harassment may include, but is not limited to: • jokes, rudeness, and abusive behavior that are based on or directed at a protected status. • name-calling, slurs, and racial epithets. • other offensive vocal activity, including derogatory statements not directed to the targeted individual but taking place within their hearing. • written materials such as notes, photographs, cartoons, or articles of a harassing or offensive nature; and • video and audio recordings, which are directed against or based on any protected status. Under no circumstances may such speech or materials be brought, introduced, or allowed on company property, at customer locations, or any place where employees conduct business on behalf of Harrell’s. This prohibition includes, but is not limited to, an employee’s use of any electronic communications device as defined in the electronic communications policy. Harrell’s strictly prohibits unlawful discrimination and harassment. Any employee found to have engaged in illegal discrimination, harassment, or inappropriate conduct will be subject to disciplinary action, up to and including termination. Suppose an employee believes they are being treated violating this policy or knows of another individual who has been. In that case, the employee must report the harassment or discrimination promptly following the procedure described below in the section entitled “Reporting Incidents of Harassment or Discrimination.” The Company will investigate all good faith complaints and take appropriate disciplinary action if they are substantiated. Employees are responsible for reporting harassment or discrimination against themselves or anyone else to their supervisor or Human Resources. No employee will be retaliated against for making a good-faith report of harassment or discrimination or for cooperating with the Company’s investigation of such a report. To the extent reasonably practicable, Harrell’s will strive to maintain confidentiality concerning reports related to harassment or discrimination. Harrell’s reserves the right to make those disclosures required by law, are necessary to the investigation of the information, or are deemed by management to be in the Company's best interests. Employees who engage in behavior in violation of this policy will be subject to disciplinary action, up to and including termination.
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