Page 1 of 3 I. POLICY/PURPOSE
It is the policy of the Company to prohibit sexual harassment of its colleagues and applicants by any person in any form. Furthermore, it is the policy of the Company to provide a work environment that is free from sexual harassment by management personnel, non-management personnel or third parties such as vendors, suppliers, and customers. The Company’s sexual harassment policy is a Zero-Tolerance policy.
II. COLLEAGUES COVERED BY THE POLICY
All colleagues of the Company are covered by this policy.
III. RESPONSIBILITY FOR ADMINISTRATION
The Human Resources Department and all levels of management are responsible for administration of this policy.
IV. PROCEDURES
A. Sexual Harassment Definitions:
Sexual harassment situations can generally be placed into one of two broad categories:
quid pro quo situations or hostile working environment situations. 1. Quid Pro Quo:
Quid pro quo translates to “something for something” and usually involves a situation where employment (or a specific term of employment such as a raise or a promotion, etc.) is conditioned upon receipt of sexual favors from a colleague. Actual or potential tangible economic losses are usually involved in this type of harassment. Some examples include:
• Threats – such as firing, blocking promotions, or giving a poor evaluation – if a team member does not accept his/her sexual advances.
• Rewards – such as hiring, promoting, or giving a raise – if a team member does accept his/her sexual advances.
2. Hostile Working Environment:
Hostile working environment is defined as repeated actions, comments, or objects that “unreasonably interfere” with work performance or create an “intimidating, hostile, or offensive” work environment. These situations occur when the colleague has not suffered any tangible economic loss (such as demotion, suspension, discharge, etc.), but rather the colleague has been subjected to a working environment which is offensive and/or intimidating to the colleague. Such behaviors include:
•
Display of sexual or pornographic pictures, calendars, graffiti, posters, cartoons, or sexual objects.HARASSMENT – SEXUAL
Date Issued: 6-1-14Page 2 of 3
•
Regular use of offensive or lewd language, jokes, gestures, or comments.•
Leering, whistling or the making of inappropriate comments about an individual’s body.•
Any unwelcome touching, pinching, brushing up against, or other physical contact.B. Sexual Harassment and Its Effect:
Conduct is considered sexual harassment if it is unwelcome and it:
1. Has the purpose or effect of creating a hostile, intimidating or offensive work environment; or
2. Unreasonably interferes with an colleague's work performance; or
3. Adversely impacts an individual's employment opportunities.
C. Reporting of Sexual Harassment:
Any colleague who believes that he or she has been subject to sexual harassment should
immediately report the alleged incident to his or her supervisor, any member of their
management team and/or an appropriate Human Resources Representative. A colleague is not required to follow the chain of command to report harassing situations and may contact Human Resources, corporate compliance hotline at 1-844-238-5772 or [email protected] at any time. Colleagues may report situations of sexual harassment without any fear of reprisal.
Supervisor's Responsibilities: Each supervisor is responsible for maintaining the work
place free of harassment. This includes discussing the Company’s Zero-Tolerance Sexual Harassment policy with colleagues and assuring them that they are not required to endure insulting, degrading, exploitative or any other offensive treatment of any nature and, in addition, assuring them that they may proceed without fear of reprisal.
Communication: Each unit is responsible for providing the Zero Tolerance
Discrimination and Harassment Policy along with the Acknowledgement of Receipt to all existing colleagues and to every new colleague throughout the year. Each colleague should have the Acknowledgement of Receipt in their personnel file.
D. It is the supervisor's responsibility to immediately and always contact Human Resources on all issues relating to sexual harassment. Human Resources will coordinate and direct the investigation of the allegations. The supervisor is responsible for assisting in the investigation in a prompt, professional and proper manner. The investigation will be conducted in confidence and only persons who need to know shall be informed of the complaint and/or involved in the investigation.
No supervisor shall threaten or insinuate, either explicitly or implicitly, that a colleague's refusal to submit to or participate in sexual advances or a hostile work environment will adversely affect a colleague's terms and conditions of employment in any way.
Colleague's Responsibility: Any colleague who believes that he or she has been subject
to sexual harassment should report the alleged incident immediately to any member of their management team and/or to the appropriate Human Resources Representative. Colleagues may also report sexual harassment using the corporate compliance hot line
Page 3 of 3
or by contacting an HR representative. Complaining colleagues should take advantage of preventive and corrective opportunities provided by the Company.
Corrective Action: The Company takes matters of sexual harassment very seriously.
Upon completion of an investigation, any colleague who is found to have engaged in any form of sexual harassment of another colleague(s), or to have falsely alleged sexual harassment by another colleague, may be subject to appropriate disciplinary action up to and including termination. If sexual harassment has occurred by an individual outside the employ of the Company, the Company will take appropriate action to correct the situation.
Page 1 of 3 I. POLÍTICA/Objetivo
Es la política de la empresa para prohibir el acoso sexual de sus colegas y aspirantes por cualquier persona en cualquier forma. Además, es la política de la empresa para proporcionar un ambiente de trabajo libre de acoso sexual por parte de directivos, no directivos o terceros como proveedores, proveedores y clientes. La política de acoso sexual es una política de tolerancia cero.
II. COLEGAS, CUBIERTOS POR LA PÓLIZA
Todos los colegas de la compañía están cubiertos por esta póliza .
III. RESPONSIBILIDAD PARA LA ADMINISTRACION
El Departamento de recursos humanos y todos los niveles de gestión son responsables de la administración de esta política.
IV. PROCEDIMIENTOS
A. Definiciónes de Acoso Sexual:
Situaciones de acoso sexual pueden generalmente colocarse en uno de dos categorías :
quid pro quo o situacionessituaciones de medio ambiente de trabajo hostil. 1. Quid Pro Quo:
Quid pro quo se traduce como "algo por algo" y consiste generalmente en una situación donde el empleo (y un término específico de empleo tales como un aumento o una promoción, etc.) está condicionado a recibir favores sexuales de un colega. Reales o potenciales pérdidas económicas tangibles están implicadas generalmente en este tipo de acoso. Unos Some ejemplos incluyen:
• Amenazas – como de disparo, bloqueo de promociones o dando una evaluación pobre – si un miembro del equipo no acepta sus avances sexuales .
• Recompensa – como contratar, promover o dar una subida – si un miembro del equipo acepta sus avances sexuales.
2. Hostile Working Environment:
Ambiente hostil de trabajo we define como acciones que se repiten, comentarios u objectos que “irrazonablemente interfieran” rendimiento de trabajo “intimidante, hostil o offensivo”. Estas situaciones ocurren cuando el colega no ha sufrido ninguna pérdida económica tangible (por ejemplo, degradación, suspensión, descarga, etc.), sino más bien el colega ha sido sometido a un ambiente de trabajo que es ofensivo o intimidante al colega.
HARASSMENT – SEXUAL
Date Issued: 6-1-14Page 2 of 3
Tales comportamientos incluyen : Ambiente hostil de trabajo se define como acciones que se repiten, comentarios u objetos que "irrazonablemente interfieran" rendimiento de trabajo o crean un ambiente de trabajo "intimidante, hostil u ofensivo". Estas situaciones ocurren cuando el colega no ha sufrido ninguna pérdida económica tangible (por ejemplo, degradación, suspensión, descarga, etc.), sino más bien el colega ha sido sometido a un ambiente de trabajo que es ofensivo o intimidante al colega. Tales comportamientos incluyen
•
Display of sexual or pornographic pictures, calendars, graffiti, posters, cartoons, or sexual objects.•
Regular use of offensive or lewd language, jokes, gestures, or comments.•
Leering, whistling or the making of inappropriate comments about an individual’s body.•
Any unwelcome touching, pinching, brushing up against, or other physical contact.B. Sexual Harassment and Its Effect:
Conduct is considered sexual harassment if it is unwelcome and it:
1. Has the purpose or effect of creating a hostile, intimidating or offensive work environment; or
2. Unreasonably interferes with an colleague's work performance; or
3. Adversely impacts an individual's employment opportunities.
C. Reporting of Sexual Harassment:
Any colleague who believes that he or she has been subject to sexual harassment should
immediately report the alleged incident to his or her supervisor, any member of their
management team and/or an appropriate Human Resources Representative. A colleague is not required to follow the chain of command to report harassing situations and may contact Human Resources, corporate compliance hotline at 1-844-238-5772 or [email protected] at any time. Colleagues may report situations of sexual harassment without any fear of reprisal.
Supervisor's Responsibilities: Each supervisor is responsible for maintaining the work
place free of harassment. This includes discussing the Company’s Zero-Tolerance Sexual Harassment policy with colleagues and assuring them that they are not required to endure insulting, degrading, exploitative or any other offensive treatment of any nature and, in addition, assuring them that they may proceed without fear of reprisal.
Communication: Each unit is responsible for providing the Zero Tolerance
Discrimination and Harassment Policy along with the Acknowledgement of Receipt to all existing colleagues and to every new colleague throughout the year. Each colleague should have the Acknowledgement of Receipt in their personnel file.
D. It is the supervisor's responsibility to immediately and always contact Human Resources on all issues relating to sexual harassment. Human Resources will coordinate and direct the investigation of the allegations. The supervisor is responsible for assisting in the investigation in a prompt, professional and proper manner. The investigation will be conducted in confidence and only persons who need to know shall be informed of the complaint and/or involved in the investigation.
Page 3 of 3
No supervisor shall threaten or insinuate, either explicitly or implicitly, that a colleague's refusal to submit to or participate in sexual advances or a hostile work environment will adversely affect a colleague's terms and conditions of employment in any way.
Colleague's Responsibility: Any colleague who believes that he or she has been subject
to sexual harassment should report the alleged incident immediately to any member of their management team and/or to the appropriate Human Resources Representative. Colleagues may also report sexual harassment using the corporate compliance hot line or by contacting an HR representative. Complaining colleagues should take advantage of preventive and corrective opportunities provided by the Company.
Corrective Action: The Company takes matters of sexual harassment very seriously.
Upon completion of an investigation, any colleague who is found to have engaged in any form of sexual harassment of another colleague(s), or to have falsely alleged sexual harassment by another colleague, may be subject to appropriate disciplinary action up to and including termination. If sexual harassment has occurred by an individual outside the employ of the Company, the Company will take appropriate action to correct the situation.
