EQUAL EMPLOYMENT OPPORTUNITY POLICY STATEMENT
It is the objective of “COMPANY”, to encourage employment and
advancement of all individuals in a way that will utilize their talents to
the maximum and develop their skills most effectively in a work
environment that is free from discrimination.
“COMPANY”, has a policy to provide equal opportunity for all where
employment is based upon personal capabilities and qualifications
without discrimination because of race, color, religion, sex, age, national
origin, sexual orientation, disability, or any other protected characteristic
as established by law.
This policy of Equal Employment Opportunity applies to all policies and
procedures relating to recruitment and hiring, compensation, benefits,
promotion, termination and all other terms and conditions of
employment.
ILLEGAL HARASSMENT
It is the policy of “COMPANY” that no employee be harassed by
another employee, customer, vendor or supervisor on the basis of sex,
race, age, disability, national origin, sexual orientation, religion or any
other legally protected category.
This includes but is not limited to:
a. Continued or repeated verbal abuse, teasing and joking, offensive
or derogatory remarks or offensive slurs
b. Display of offensive symbols or pictures
Illegal harassment, whether verbal or physical, will not be tolerated. All
members of management and supervisory personnel have the explicit
responsibility and duty to take corrective action to prevent any illegal
harassment of our employees.
If any employee believes that he or she has been subjected to illegal
harassment, that employee should bring the matter directly to the
immediate attention of a member of management. All complaints will
be promptly investigated and appropriate remedial action taken, up to
and including termination. There will be no retaliation against anyone
who submits a good faith harassment complaint or participates in an
investigation relating to such a complaint. “COMPANY” will protect
the confidentiality of illegal harassment complaints to the extent
possible.
SEXUAL HARASSMENT
It is the policy of “COMPANY” that no employee be harassed by
another employee, customer, vendor or supervisor on the basis of sex.
The policy prohibits any demand for sexual favors that is accompanied
by a promise of favorable job treatment or a threat concerning the
employee’s employment. Also prohibited is subtle pressures for sexual
favors, including implying that an applicant’s or employee’s cooperation
of a sexual nature, or refusal thereof, will have any effect on the person’s
employment, job assignment, wages, promotion, or any other condition
of employment.
In addition, any behavior of a sexual nature not welcomed by the
employee or found to be personally offensive is expressly forbidden.
This includes but is not limited to:
c. Repeated sexual flirtations, advances, or propositions.
d. Continued or repeated verbal abuse of a sexual nature, sexually
related comments and joking, graphic or degrading comments
about the employee’s appearance or the display of sexually
suggestive objects or pictures.
e. Any uninvited physical contact or touching, such as patting,
pinching or other contact.
Sexual harassment, whether verbal or physical, will not be tolerated. All
members of management and supervisory personnel have the explicit
responsibility and duty to take corrective action to prevent any sexual
harassment of our employees.
As with other forms of harassment, any employee who believes that he
or she has been subjected to sexual harassment should bring the matter
directly to the immediate attention of a member of management. All
complaints or reports of sexual harassment will be promptly investigated
and appropriate remedial action taken, up to and including discharge.
There will be no retaliation against anyone who submits a good faith
sexual harassment complaint or participates in an investigation relating
to such a complaint. “COMPANY” will protect the confidentiality of
sexual harassment complaints to the extent possible.
Sexual Harassment Investigation
Complainant:
1.
2.
3.
4.
5.
6.
7.
8.
9.
Where you offended by the action?
Who committed the alleged harassment?
What exactly occurred or was said?
When did it occur and is it still ongoing?
Where did it occur?
How often did it occur?
How did it affect you?
How did you react?
What response did you make when the incident occurred?
Afterwards?
10. How did the harassment affect you?
11. Has your job been affected in any way?
12. Are there any persons who have relevant information?
13. Was anyone present when the alleged harassment occurred?
14. Did you tell anyone about it?
15. Did anyone see you immediately after the episodes of alleged
harassment?
16. Did the person who harassed you harass anyone else?
17. Do you know whether anyone complained about harassment
by that person?
18. Are there any notes, physical evidence or other documentation
regarding the incident?
19. How would you like to see the situation resolved?
20. Do you know of any other relevant information?
Alleged harasser:
1. What is your response to the allegations?
2. What exactly occurred or was said?
3. If the harasser claims that the allegations are false, ask why the
complainant might lie.
4. Are there any persons who have relevant information?
5. Are there any notes, physical evidence or other documentation
regarding the incident?
6. Do you know of any other relevant information?
Third party:
1. What did you see or hear?
2. When did this occur?
3. Describe the alleged harasser’s behavior toward the complainant
and toward others in the workplace.
4. What did the complainant tell you?
5. When did he/she tell you this?
6. Do you know of any other relevant information?
7. Are there other persons who have relevant information?