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F. Employment Documents <br /> G. ACA and Health Care Information <br /> H-21-Evaluation <br /> 1. Giving constructive feedback at various times during the employment relationship is the <br /> final stage of the employment development process. <br /> 2. New and existing employees will be provided with feedback at different times during the <br /> year. <br /> 3. Supervisors/managers will provide the following: <br /> A. Annual performance reviews for all employees. <br /> H-22-Sexual Harassment <br /> North State Medical Transport has a zero tolerance policy and will not allow any foiin of <br /> sexual harassment within the work environment. Sexual harassment interferes with work <br /> performance and creates an intimidating,hostile or offensive work environment. Sexual <br /> harassment influences or tends to affect the career, salary, working conditions, <br /> responsibilities, duties or other aspects of career development of an employee or prospective <br /> employee; or creates an explicit or implicit term or condition of an individual's employment. <br /> It will not be tolerated. <br /> Sexual harassment, as defined in this policy, includes, but is not limited to, sexual advances, <br /> verbal or physical conduct of a sexual nature, visual foiiiis of a sexual or offensive nature <br /> (e.g., signs and posters) or requests for sexual favors. Any intentional sexual harassment is <br /> considered to be gross misconduct and a major violation of company policy. Any employee/s <br /> found to be involved in any such activity will be terminated. <br /> Sexual harassment is unwanted sexual attention of a persistent or offensive nature made by a <br /> person who knows, or reasonably should know, that such attention is unwanted. Sexual <br /> harassment includes sexually oriented conduct that is sufficiently pervasive or severe to <br /> unreasonably interfere with an employee's job perfoiuiance or create an intimidating,hostile <br /> or offensive working environment. Sexual harassment can be physical and/or psychological <br /> in nature. An aggregation of a series of incidents can constitute sexual harassment even if one <br /> of the incidents considered on its own would not be harassing. Employees are prohibited <br /> from harassing other employees whether or not the incidents of harassment occur on <br /> employer premises and whether or not the incidents occur during working hours. <br /> While sexual harassment encompasses a wide range of conduct, some examples of <br /> specifically prohibited conduct include: <br /> A. Physical assaults of a sexual nature, such as rape, sexual battery, molestation or <br /> attempts to commit these assaults, and intentional physical conduct that is sexual in <br /> nature, such as touching, pinching, patting, grabbing,brushing against another <br /> employee's body or poking another employee's body. <br /> 16 <br />