Harrell’s Employee Handbook, September 2023
• hugging, kissing, or another unwelcome touching. • infringing on personal space (arm’s length is one standard measure of appropriate personal space). • following someone in a mocking or menacing manner. • displaying visually suggestive or explicit pictures such as wall posters, calendars, cartoons, or screen savers. • downloading and displaying cartoons, videos, or other sexually related material on a Harrell’s computer and in the workplace in general. • treating another employee differently because of their gender or sexual orientation. These lists do not include every behavior that could constitute sexual harassment. Employees should contact Human Resources for guidance about other conduct that may violate Harrell’s policy against sexual harassment. Reporting Incidents of Harassment or Discrimination It is a fundamental employment policy of Harrell’s to provide a workplace that respects all employees and is free of unlawful harassment and discrimination, to take preventative measures regarding such activity, and to take prompt, effective action to remedy any inappropriate conduct of a sexual nature should it occur in the workplace. All employees must report any incidents which may constitute harassment or discrimination. This applies not only to employees who may be the direct victims of harassment or discrimination but also to those who witness actions or situations that may constitute harassment or discrimination. NO EMPLOYEE WILL BE SUBJECT TO ANY FORM OF RETALIATION OR DISCIPLINE FOR PURSUING A COMPLAINT OR PROVIDING INFORMATION IN GOOD FAITH IN CONNECTION WITH AN INVESTIGATION OF ALLEGED HARASSMENT OR DISCRIMINATION. The following actions should be taken if an employee feels they are the victim of harassment or discrimination: • If an employee feels comfortable doing so, inform the harasser that their behavior is unwelcome. The best demonstration of this is to respond strongly and negatively to the harasser immediately. Let the person know, in no uncertain terms, that the behavior is offensive and that it must stop. Even if such behavior has been tolerated in the past, an individual may still inform the harasser that the behavior is no longer acceptable. Also, an employee should report the harassment to their supervisor or Human Resources. • If an employee feels they have been discriminated against and feels comfortable doing so, make it known to the discriminating person and report the discrimination immediately to their supervisor or Human Resources. • Employees should keep copies of all communications concerning the situation to provide them to the supervisor or Human Resources. • Employees should always report the offending behavior to their supervisor or Human Resources. Employees are not required to notify the harasser / discriminating person. • All supervisors or managers who receive reports of harassment or discrimination must immediately report these incidents to Human Resources or a company officer. • Supervisors and managers are not permitted to discuss reports of harassment or discrimination with anyone other than Human Resources unless expressly authorized by Human Resources.
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