POLICIES
No Harassment Policy Sexual Harassment
Unlawful harassment based on an individual’s sex is prohibited. Unlawful harassment can take many forms. For instance, unwelcome sexual advances, requests for sexual favors, and other physical, verbal, or visual conduct can constitute sex-based harassment when; (1) submission to the conduct is an explicit or implicit term or condition of employment; (2) submission to or rejection of the conduct is used as the basis for an employment decision; or (3) the conduct has the purpose or effect of unreasonably interfering with an individual’s work performance or creating an intimidating, hostile, or offensive working environment. Inappropriate conduct may include explicit sexual propositions; sexual innuendo; suggestive comments; jokes about gender-specific traits; gender-specific foul or obscene language or gestures; displays of foul, obscene, or sexual material; sexually-related emails and text messages; leering; and physical contact, including but not limited to patting, pinching, or brushing against another’s body. An individual who feels they have witnessed or been subject to harassment must follow the Company’s Team Member Complaint Procedure, which is contained in this Handbook. Prohibition of Other Types of Harassment and Discrimination It also is against Company policy to engage in verbal or physical conduct that denigrates or shows hostility or aversion toward an individual because of their race, color, religion, age, national origin, disability, genetic information, or other protected status (or status of the individual’s relatives, friends, or Team Members) that: (1) has the purpose or effect of creating an intimidating, hostile, or offensive working environment: (2) has the purpose or effect of unreasonably interfering with an individual’s work performance; or (3) otherwise adversely affects an individual’s employment opportunities. An individual who feels they have witnessed or been subject to harassment must follow the Company’s Team Member Complaint Procedure, which is contained in this Handbook. Team Member’s Responsibility Any Team Member who believes that discrimination, harassment or other offensive conduct has occurred must immediately report the incident in accordance with the Company’s Team Member Complaint Procedure in this Handbook. It is the Team Member’s responsibility to participate and cooperate during any investigation and to report events or situations truthfully. All complaints will be promptly investigated. Manager’s Responsibility Any Manager who receives a complaint must report it in accordance with the Company’s Team Member Complaint Procedure in this Handbook. It is the Manager’s responsibility not to condone or ignore potential violations of this policy and to participate and cooperate during any investigation and to report events or situations truthfully. It is also the Manager’s responsibility to ensure that the reporting Team Member suffers no penalty or retaliation for reporting a discrimination or harassment incident. Confidentiality All parties to the complaint should treat the investigation with respect and confidentiality. Applicability This policy applies whether Team Members are on or off Company premises, at a Company-sponsored off-site event, working from home, traveling on behalf of the Company, or otherwise conducting Company business regardless of location. This policy also extends to social affairs, functions, events, travel, tradeshows, and related gatherings.
32 No policy should be construed to confer any express or implied contractual relationship or rights to any Team Member. The Company reserves the right to modify any policy as necessary, in its sole discretion, to the extent permitted by law. Violation of any Company policies or procedures can result in disciplinary action up to and including termination of employment. If you have any questions about this handbook or Company policies, please feel free to discuss with your Manager or HR.
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