SEXUAL HARASSMENT:
Sexual harassment is a form of sex discrimination, which includes gender-based harassment of a person of the same or the opposite sex of the harasser. It is the express policy of the Company that sexual harassment of employees or agents, by you, employees or agents of the Company, is unacceptable and will not be tolerated. Unwelcome or unwanted sexual advances, requests for favors or other visual, verbal or physical conduct will be deemed sexual harassment when:
(1) Submission to such conduct is explicitly or implicitly a condition of employment;
(2) Submission to or rejection of such conduct is used as the basis of employment decisions; and
(3) Such behavior has the purpose or effect of unreasonably interfering with an individual's work performance or creating an intimidating, hostile or offensive work environment.
Whether a particular action or incident is a purely personal social relationship without a discriminatory employment effect requires a factual determination. The Company further recognizes that allegations of this type of discrimination may have serious effects on innocent women and men. Therefore, the Company has devised two procedures to process a sexual harassment complaint. First, the normal complaint procedure as set forth herein may be utilized.
Second, if the agent or employee desires confidentiality, the following procedure may be requested:
(1) Any gent or employee who believes he or she has been the subject of sexual harassment should report the alleged act(s) promptly (within two working days) to a member of management or HR department, giving details as related to the complaint.
(2) Management or HR department, upon receipt of the complaint, shall take immediate and appropriate steps to investigate the complaint. Confidentiality is mandatory to the maximum extent possible.
(3) Following the investigation of the complaint, management or HR department shall weigh the facts and determine the validity of the charge. If the complaint is determined to be valid, the offender(s) shall face immediate and appropriate disciplinary action based upon the severity of the charge. This may include written warning and / or suspension, and /or discharge. If the offender is a supervisor he / she may be demoted. If the complaint is found invalid, the complaining party may request Step 2 of the normal complaint procedure.
Page updated
Report abuse