02.13: Harassment and inappropriate behavior policy

Harassment and inappropriate behavior
EMM strives to provide a safe and positive work environment for its employees, both at its central administrative office (CAO) and in overseas locations. Therefore, EMM will not tolerate verbal or physical conduct by any employee that harasses, disrupts, or interferes with another’s work performance or that creates an intimidating, offensive, or hostile environment.

Harassment may consist of comments, written material, or other conduct that shows hostility or condemns or ridicules someone based on race, color, gender, national origin, citizenship, age, disability, or other protected activity (such as filing a complaint of discrimination). Such conduct will generally be considered harassment if someone would reasonably find the conduct intimidating, hostile, or abusive. Harassment includes conduct which has the purpose or effect of creating an intimidating, hostile, or offensive work environment or unreasonably interfering with a person’s employment. It is the responsibility of each and every employee to report all incidents of prohibited harassment per the reporting procedure outlined below. Also, any EMM employee who is aware of any suspected harassment in the workplace, whether it involves another employee or individuals who are not employees, should report it immediately. Retaliation against anyone who reports suspected harassment is prohibited.

EMM specifically prohibits sexual harassment. Sexual harassment includes unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature when: (1) submission is made explicitly or implicitly a term or condition of employment; (2) submission to or rejection of the conduct is used as the basis for employment decisions; or (3) the conduct or communication has the purpose or effect of interfering with an employee’s employment or creating an intimidating, hostile, or offensive work environment (sexual jokes, lewd comments, offensive pictures, articles, cartoons, etc.).

Threats and other intimidating acts are specifically prohibited and employees who are subject to (or witness to) such conduct should immediately report the matter as described below.

Reporting procedure
If you feel that you are being harassed or threatened in any way by another employee, a member of the public that we serve, or you are aware of any harassment and/or threatening behavior towards others in the workplace, you should immediately contact your supervisor. (In cases where you are not comfortable discussing the matter with your supervisor, you may contact the Human Resources director). Complaints may be made verbally; however, we encourage the submission of all complaints to also be in writing. A written complaint should summarize all relevant facts (description and date of incident(s), name(s) of witnesses).

All complaints of unlawful harassment will be investigated promptly and in as impartial and confidential a manner as possible. However, conducting an effective investigation can result in some information being shared on a need-to-know basis in EMM’s discretion. When the inappropriate behavior takes place on the field, the crisis policy will apply and the investigation will be conducted by persons who can be objective. Employees are required to cooperate in any investigation. A timely resolution of each complaint will be reached and communicated to the parties involved. After appropriate investigation, anyone who is found to have engaged in harassment will be subject to disciplinary action that may include termination.

If the investigation reveals child sexual abuse has occurred, the adult perpetrator’s employment with EMM will be terminated, and accurate employment references will be provided to other organizations. If the perpetrator is another child, counseling will be required and safety measures put into place for the victim.

If the child abuse happens in the U.S., the Human Resources director has guidelines for reporting allegations and investigating the allegations. See Guidelines for investigating allegations of child abuse. If the child abuse happens on the field the highest priority will be to protect the child. The Human Resources director will work with team members on the field to carry out an investigation and to provide resources for the victim, family members, and others affected.

To prevent child sexual abuse, all EMM employees will be asked specific questions regarding inappropriate behavior in the interview for employment. All employees will also read and sign a statement of their agreement to abide by a code of conduct for adults in interaction with children and will receive training on unlawful harassment and abuse.

If harassment and/or abuse occurs overseas and the perpetrator is a national person, the Human Resources director will work with the field personnel for ensuring safety and healing resources for the victim. Decisions about reporting to authorities and/or others will be made within the cultural context, as in some countries reporting only incurs greater trauma for the victim.

Revised 06/16.