Sexual Harrassment

It is the Company's policy to maintain a working environment free from discrimination and offensive or degrading remarks or conduct. Such behavior includes inappropriate remarks about or conduct related to the employee's race, religion, ancestry, color, creed, national origin, age, sex, marital status, height, weight, arrest record or physical abilities. Offensive behavior prohibited by this policy also includes requests to engage in illegal, immoral or unethical conduct, or retaliation against a person who makes a complaint.

One specific kind of illegal behavior is sexual harassment. The following are some examples of conduct that may be legally actionable sexual harassment:

• Use of any offensive or demeaning terms that have sexual connotation.

• Objectionable physical proximity or physical contact.

• Unwelcome suggestions regarding, or invitations to, social engagements or work-related social events.

• Any indication, express or implied, that an employee's job security, job assignment, conditions of employment or opportunities for advancement depend or may depend upon the granting of sexual favors to any other employee, supervisor, manager or client.

• Any employment decision based upon an individual's submission to or rejection of such conduct.

• The deliberate or careless creation of an intimidating, hostile or offensive work environment through physical or verbal acts of a sexual nature that unreasonably interferes with an individual's work performance.

• The deliberate or careless expression of jokes or remarks of a sexual nature to, or in the presence of, employees who may find such materials offensive.

• The deliberate or careless dissemination of materials (such as cartoons, articles or pictures) that have a sexual content and are not necessary for our work to employees who may find such materials offensive.

 

 

Reporting Violations of E.E.O. Policy

Any person who feels he or she is being subjected to offensive behavior or discrimination of any kind should feel free to object to the behavior and should also report the behavior to his supervisor or a member of Management, either verbally or in writing.

It is not necessary for any employee who feels that he is the subject of offensive behavior to handle it himself. If an employee feels harassed or offended by another employee, by a supervisory or Management person, by an Owner, by a client or supplier, or any other person whom he encounters in the course of employment, whether the opposite sex or same sex, and does not feel able to deal with the problem directly, the employee should go directly to his supervisor or any other member of Management with whom he feels comfortable. Additionally, any supervisor who receives an offensive behavior complaint or believes offensive behavior is occurring must report the behavior to the Business Manager.

All allegations of offensive behavior/discrimination will be investigated promptly and completely. The facts of each case shall determine the response to each complaint, whether through intervention, discipline or further investigation. Dates will be established for any investigation, and in-depth interviews with the complainant and department involved will be conducted. The Business Manager shall attempt resolution with the complainant and appropriate Management personnel, separately or together. Any agreements reached between the complainant and Management must be in writing and witnessed, and copies provided to all parties involved.

Depending on the seriousness of the violation, remedial action may be administered in the form of an apology, counseling, transfer, verbal or written warning, suspension with or without pay, or termination.

The informal resolution process must be performed in an expeditious manner, not to exceed fifteen (15) calendar days from the initial complaint to Management. It is the Company's intention to resolve all complaints internally and with discretion, and every effort will be made to do so.

If the offensive behavior or retaliation for the complaint recurs, it should be reported immediately to the Owner. Disciplinary action in such a case would be subject to the discretion of the Owners.

Employees should understand that this policy applies to each and every member and employee of the Company, including the Owner and Management, and all full-time, part-time and temporary employees. No retaliation or intimidation directed toward anyone who makes a complaint or participates as a witness will be tolerated.

Last Updated: 10.17.09