Sample Non-Discrimination and Anti-Harassment Policy TDT SCG April by sgs479i

VIEWS: 21 PAGES: 2

									                               SAMPLE
               NON-DISCRIMINATION AND ANTI-HARASSMENT

Employer is committed to a work environment in which all individuals are treated with
respect and dignity. All employees have a right to work in a professional atmosphere free
of unlawful discrimination and harassment, including sexual harassment. Accordingly,
such conduct is prohibited. Employees who violate this policy shall be subject to
appropriate disciplinary action, up to and including immediate termination.

       A.      Prohibition Against Sexual Harassment

Employer strictly prohibits sexual harassment. Sexual harassment is a form of
discrimination which is illegal under federal, state, and local laws. Sexual harassment
may include, but is not limited to, unwelcome sexual advances, requests for sexual
favors, and other verbal or physical conduct of a sexual nature when, for example:
(i) submission to such conduct is made either explicitly or implicitly a term or condition
of an individual’s employment; (ii) submission to or rejection of such conduct by an
individual is used as the basis for employment decisions affecting such individual; or (iii)
such conduct has the purpose or effect of unreasonably interfering with an individual’s
work performance or creating an intimidating, hostile, or offensive working environment.
This prohibition includes all work-related functions. Because social media such as
Facebook and Twitter may involve co-workers, this policy also extends to any content
that could give rise to a sexual harassment claim that can be viewed by co-workers, as
well as work-related postings that are done off-premises.

       B.      Prohibition Against Other Harassment

Harassment on the basis of any other characteristic protected under the law is also strictly
prohibited. This includes, but is not limited to, verbal or physical conduct that denigrates
or shows hostility or aversion toward an individual because of his/her age, race, creed,
color, disability, marital status, gender, sexual orientation, sex, gender, gender identity,
national origin, ancestry, arrest or conviction record, membership in the armed forces, or
any other basis prohibited by law that: (i) has the purpose or effect of creating an
intimidating, hostile, or offensive work environment; (ii) has the purpose or effect of
unreasonably interfering with an individual’s work performance; or (iii) otherwise
adversely affects an individual’s employment opportunities. This prohibition includes all
work-related functions. Because social media such as Facebook and Twitter may involve
co-workers, this policy also extends to any content that could give rise to a harassment
claim that can be viewed by co-workers, as well as work-related postings that are done
off-premises.
       C.      Complaint Procedure: Reporting an Incident of Harassment,
               Discrimination, or Retaliation

Employer requires employees to immediately report to it all complaints or concerns of
potential discrimination, harassment, or retaliation, regardless of the potential offender’s
identity or position. Individuals who believe they have experienced conduct that is
unlawful or contrary to Employer’s Non-Discrimination and Anti-Harassment policy
must report such complaints or concerns to their immediate supervisor, the Office
Manager, the President, or some other member of Employer’s management staff whom
they feel comfortable speaking with in order that the Company may timely investigate
and address such complaints or concerns. Early reporting is essential to resolving actual
or perceived incidents of discrimination or harassment, including retaliation. If the
person you report to is the person you believe is engaging in the harassment, then contact
another member of Employer’s management immediately.

       D.      Prohibition Against Retaliation

Employer prohibits retaliation against any individual who in good faith reports what they
believe to be unlawful discrimination or harassment, or who in good faith participates in
an investigation by the Company into such a report.

       E.      Limited Self-Help

It goes without saying that the existence of this complaint procedure does not preclude
individuals who believe they have been, or are being, subjected to unlawful
discrimination or harassment from promptly advising the potential offender that his/her
behavior is unwelcome and requesting that it be discontinued. Although this kind of
limited self-help is recommended, it does not relieve an employee from the other
reporting obligations to the Company set forth in this policy.

       F.      Investigation

The Employer will make a thorough and objective investigation immediately. The
employer or its authorized representative will interview the person who made the
complaint, the person about whom the complaint was made, and any witnesses to the
conduct complained of.

       G.      Disciplinary Policy

If the Employer determines that the conduct complained of does constitute harassment,
appropriate disciplinary action up to and including termination shall be taken against the
employee whose conduct was the subject of the complaint.




                                             2

								
To top