Harrell’s Employee Handbook, September 2023
THIS TYPE OF CONDUCT MUST BE REPORTED. Employee Complaint and Remedy Procedure
Managers, supervisors, coworkers, and any third parties with whom employees come into contact are prohibited from engaging in unlawful harassment, discrimination, and related retaliation. If an employee believes that they may have experienced harassment, discrimination, or related retaliation by a company employee, vendor, customer, consultant, contractor, or any third party or if the employee has observed such conduct in the workplace, they should report the occurrence in accordance with the following steps listed below. All information will be treated discreetly, consistent with an appropriate investigation. Remember, Company policy requires all employees to report incidents of harassment, discrimination, and related retaliation. This complaint process is intended to ensure that complaints receive: (a) a designation of confidentiality to the extent possible, (b) timely responses, (c) impartial and timely investigations by qualified personnel, (d) documentation and tracking for reasonable progress; (e) appropriate options for remedial actions and resolutions; and (f) timely closure. Supervisors must immediately report all complaints of misconduct to Human Resources. Step 1: Reporting The employee should report the incident to their supervisor or Human Resources. Suppose a supervisor or a higher-level management employee is the person engaging in the offending behavior. In that case, the employee should report the matter to another member of management, or if they prefer, Human Resources, who will ensure there will be no retaliation or reprisal against the employee for reporting the conduct. Employees may also submit a report through Lighthouse Services, a third-party Ethics Hotline.
How to Submit a Report to Lighthouse Services: • Web: www.lighthouse-services.com/harrells • Phone: 833-480-0010 • E-mail: reports@lighthouse-services.com (identify Harrell’s in the e-mail) • Fax: 215-689-3885 (identify Harrell’s in the fax)
Employees who call the hotline should be prepared to answer a series of questions about their situation. Employees do not have to give their name but may do so if they choose. Step 2: Investigation The Company will conduct a fair, timely, and thorough investigation in a manner that provides all parties with appropriate due process and reaches reasonable conclusions based on the evidence collected. The investigator may interview the employee making the accusation as well as the accused harasser and other witnesses, if appropriate. The Company shall maintain confidentiality to the extent possible. However, an investigation is not completely confidential. Retaliation against the complainant or witnesses will not be tolerated. Step 3: Resolution If misconduct is found after investigation, appropriate remedial measures shall be taken. An employee who is found, after investigation, to have engaged in harassment or inappropriate conduct will be subject to disciplinary action, up to and including immediate termination.
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