complaint to any of the designated advisors or any other member of management. All such complaints will be promptly investigated.
2. If after an investigation it is determined that an allegation of harassment is valid, appropriate corrective action will be taken.
3. Corrective action may include any of the following:
Formal apology; counseling; written warning placed in the employee’s file ; change of work assignment; suspension or discharge of an employee.
In addition to the sanction that may be imposed on an employee by the company as a part of complaint resolution, members of the company who engage in harassment may expose themselves to damages in the event of a successful lawsuit or human rights case.
CONFIDENTIALITY:
The Company understands that it is difficult to come forward with a complaint of sexual harassment and recognizes the complainant’s interest in keeping the matter confidential. To protect the interests of the complainant, the person complained against and any others who may report incidents of sexual harassment, confidentiality will be maintained throughout any investigatory processes, to the extent of practicable and appropriate circumstances. All records of complaints, including contents of meetings, interviews, results of investigations, and other relevant material will be kept confidential by the company except where disclosure is required from disciplinary or other remedial processes. NO REPRISAL: The Company is committed to ensuring that no company member who brings forward a harassment concern is subject to any form of reprisal. Any reprisal action will be viewed as a disciplinable matter.
Dotan Meirov COO M.I.D. House of Diamonds
Made with FlippingBook flipbook maker