Harassment Policy

The organization is committed to providing a work environment that is free from discrimination. In keeping with this commitment, we maintain a strict policy prohibiting any kind of unlawful harassment or discrimination, including racial, sexual, ethnic, handicap, age or religious harassment. This policy prohibits harassment in any form, such as verbal, physical and visual harassment.

The definition of sexual harassment includes: (1) quid pro quo sexual harassment where employment or continuing employment is based on the granting of a sexual favor, and (2) the creation of a hostile work environment to the extent that an employee feels coerced or intimidated. A hostile work environment can be created by words and/or actions. Words or actions are considered unlawful sexual harassment if, among other things, they are (1) sexual in nature, and (2) unwelcome.

Examples of sexually harassing conduct include:

a. Unwelcome sexual flirtations, advances or propositions.

b. Verbal abuse of a sexual nature.

c. Graphic sexual comments about an individual’s body.

d. Sexually degrading words or gestures.

e. The display in the workplace of sexually suggestive objects or pictures.

Examples of other types of harassment include:

a. Nicknames pertaining to any ethnic, religious or age characteristics or stereotypes.

b. Racial, ethnic, age or religious jokes.

c. Signs, magazines or bullet board notices that are found offensive by a protected minority.

d. Use of any racial slurs.

Any employee who believes that he or she has been harassed by a co-worker, supervisor, client or agent of organization should promptly report the facts of the incident or incidents and the names of the individuals involved to his or her supervisor, the business affairs office or to any member of management with whom they feel most comfortable.

Supervisors should report all complaints of harassment to the CEO to ensure that they are resolved promptly and effectively. The CEO or an outside party will investigate the complaint, and the employee will be advised of the findings and conclusion.

All actions taken to resolve complaints of harassment through internal investigations shall be conducted as confidentially as possible and practical. Any supervisor, manager or any other employee who is found, after appropriate investigation, to have engaged in harassment of another employee will be subject to disciplinary action, up to and including termination. Employees who utilize the complaint procedure outlined in this policy will not be retaliated against and will not have their employment adversely affected by making such a complaint.

If you have questions concerning this policy, please feel free to contact the CEO or other member of management.