- Any other type of sexually oriented conduct;
- Verbal abuse or “kidding” that is sex oriented;
When:
- T he conduct has the purpose or the effect of interfering with an individual’s work performance or creating an intimidating, hostile, or offensive work environment; and/or
- Submission to such conduct is either an explicit or implicit term or condition of employment; and/or
- Submission to or rejection of the conduct is used as a basis for making employment decisions.
RESPONSIBILITIES REGARDING SEXUAL HARASSMENT:
All Company members have a personal responsibility to ensure that their behavior is not contrary to this policy.
All Company members are encouraged to reinforce the maintenance of a work environment free from sexual harassment.
Members of the managing body are responsible for:
- Discouraging and preventing employment-related sexual harassment;
- Investigating every formal written complaint of sexual harassment;
- Taking appropriate remedial measures to respond to any substantiated allegations of sexual harassment;
- Ensuring that all members and employees of The Company are aware of the problem of sexual harassment and their responsibilities with respect to preventing sexual harassment.
The Company is committed to providing a supportive environment in which to resolve concerns of sexual harassment.
Informal Resolution Options:
1. When an incident of harassment occurs, communicate your disapproval and objections immediately to the harasser and request the harasser to stop.
2. If the harassment does not stop or if you are not comfortable with addressing the harasser directly, bring your concern to the attention of the Office Manager or the Managing Partner. The Company will provide advice or support as requested and will undertake any investigation necessary to resolve the matter.
Complaints
1. Any member of The Company with a harassment concern who is not comfortable with the informal resolution options or has exhausted such options may bring a formal
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