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Title:
Doc Number CORP-00-05-01-00
Revision: 6
Treatment of Each Other at Work
Department:
Human Resources
Area:
World Wide
Type of Document:
Leadership
Approved & Released Policies
and Procedures
Implementation Date:
02/17/2009
Review Period - 730 Days
1.0 Purpose:
Provide guidance on appropriate and inappropriate treatment of employees and other
stakeholders. Treating each other with dignity and respect is the foundation of our success as a
company.
2.0 Scope:
This policy applies to the employees of Cummins Inc. (“Cummins”) entities worldwide in
which Cummins has a controlling ownership interest or management responsibility. This
includes subsidiaries, joint ventures, affiliated companies and distributors. This policy also
applies to non-employees who visit our facilities or interact in a significant manner with our
employees. This includes customers, contractors and suppliers.
3.0 Responsibilities:
Employees are expected to abide by the conditions set forth in this policy. Employees are
expected to report violations of this policy.
Leaders are expected to provide an example of appropriate behavior at all times and to
engage the Human Resources Department and take appropriate action in response to all
alleged violations of this policy.
4.0 Definitions:
N/A
5.0 Procedure:
5.1 Treating each other with dignity and respect means:
5.1.1 Each employee must treat others in a way that makes the other employee feel
respected. We must treat every employee with dignity and respect -- no matter whether
the person reports to us, is our supervisor, a co-worker, customer, contractor or supplier.
This means that no one should make statements to others that are embarrassing or
humiliating or to which the other person does not feel free to respond. Each employee
should have respect for others. This means that each of us must try to understand the
different backgrounds and ways of thinking of our coworkers. This spirit is required for
Cummins to succeed as a company. Disrespect causes conflict and hard feelings that take
time and energy away from our work.
5.1.2 Cummins prohibits discrimination based on race, gender, color, disability, national
origin, age, religion, union affiliation, sexual orientation, veteran status, citizenship,
gender identity and/or expression, or other status protected by law. We are also
committed to acting affirmatively to ensure that all employees are treated with respect
and provided an equal opportunity to succeed.
Not everyone who works for Cummins has the same background. In fact, we have
always believed we will be more successful if we have people with a variety of
backgrounds, experiences and cultures throughout Cummins. This diverse talent will
enable Cummins to gain a comparative and competitive advantage in the marketplace.
Our company stands behind these principles. Therefore, we will not tolerate any
intimidation, discrimination, or lack of respect. We will investigate and act promptly on
any allegations of intimidation, harassment, or discrimination such as making obscene
gestures, calling others names that are demeaning, telling jokes or stories that hurt the
feelings of others, or displaying cartoons or pictures that offend others.
5.2 Harassment is Prohibited:
5.2.1 There is no place in our company for an employee who uses demeaning symbols or
words, or engages in activities that may reasonably be perceived as demeaning or
showing hostility towards an individual because of the individual's race, gender, color,
disability, national origin, age, religion, union affiliation, sexual orientation, veteran
status, citizenship, gender identity and/or expression, or other status protected by law.
Any employee who engages in any harassing behavior that creates an intimidating,
hostile or offensive working environment will be subject to severe disciplinary action, up
to and including dismissal, regardless of whether the employee had malicious intent or
was merely joking. This no-tolerance policy also applies to conduct from or toward
customers, suppliers and contractors.
5.2.2 Prohibited sexual harassment includes offensive physical contact such as grabbing,
patting, pinching or brushing against another's body; sex-oriented kidding, sexualorientation gestures, teasing or jokes; sexual flirtations, advances or propositions;
obscene or sexually oriented printed or visual materials. Also prohibited is the use of
company computers to view pornographic or sexually suggestive materials.
5.2.3 Among the types of conduct prohibited by this policy are epithets, slurs, negative
stereotyping or intimidating acts based on an individual's race, gender, color, disability,
national origin, age, religion, union affiliation, sexual orientation, veteran status,
citizenship, gender identity and/or expression, or other status protected by law. This also
includes graffiti or the posting of written or graphic materials that show hostility toward
an individual because of his or her characteristics protected by law and/or this policy.
Cummins will consider the reasonable perception of anyone who hears or sees these
words, signs, or conduct as the most determinative factor when evaluating whether this
policy has been violated.
5.3 Personal Relationships:
It is the policy of Cummins that a manager should not have or enter into any personal or
family relationship with a subordinate that could lead to real or perceived concerns about
conflicts of interest, favoritism, or other unprofessional behavior. As an example, a
manager should not have a relative under his or her supervision or who reports up
through the manager's chain of authority. Similarly, a manager may not date or have a
romantic relationship with an employee under his or her supervision or who reports up
through the manager's chain of authority. Managers who have significant input into the
terms and conditions of a person's employment (e.g., upper-level managers or Human
Resources professionals) should not enter into personal or romantic relationships with
employees in their organizations that could lead to real or perceived concerns about
conflicts of interest, favoritism, or other unprofessional behavior.
5.4 Duty to Report personal relationships:
5.4.1 If a personal or romantic relationship arises or exists between a manager and a
subordinate employee, it is the obligation of both parties to bring the relationship to the
attention of the Human Resources department, or the manager's supervisor. If one of the
employees is a salary grade 10 or above (or its equivalent), the Vice President of Human
Resources must be informed. The Company will take appropriate action to address the
situation, which may include changes in reporting, transfer, reassignment, or termination.
5.4.2 Employees are also accountable for managing any personal relationships at work in
a professional manner and in a way that does not impact their work performance or
negatively affect others in the workplace. Cummins may take action, including
disciplinary action, if needed to prevent an employee’s personal relationships from
negatively impacting the performance of the employee or others in the workplace.
5.5 Reporting Concerns Under The Treatment of Each Other at Work Policy:
5.5.1 As always, we urge you to bring any questions or complaints about violations of
this policy to our attention. If you have a question or complaint, you can contact your
supervisor or Human Resources at your location. If you do not want to contact your local
management or Human Resources, you can call Sondra Bolte, Director, Global Ethics
Investigation (812-377-5111), or Jill Cook, Vice President-Human Resources (812-3778442) or our Chairman, Tom Linebarger, at (812-377-5123).
5.5.2 You can always report your concerns through EthicsPoint, the Company’s reporting
process. You can access EthicsPoint by typing ethics.cummins.com on your internet
browser. This webpage will also provide you with a list of global toll free numbers if you
wish to report your concerns via telephone.
The U.S. Ethics Help Line number is 1-800-671-9600. Each call will be investigated
expeditiously. You may report your concerns anonymously if you wish.
5.6 Retaliation is Prohibited.
Cummins will not tolerate retaliation against any employee because the employee made a
complaint of inappropriate conduct or raised concerns. Please contact the appropriate
member of management or EthicsPoint immediately if you believe you or any employees
have been retaliated against because they raised concerns under this policy.