Orange County NC Website
Browse       Search
18 <br />harassment investigation will not be adversely affected with respect to his or her employment for making such <br />a complaint or participating in the investigation. <br /> <br /> <br />A Few Words About Sexual Harassment <br />We prohibit all forms of sexual harassment by employees, customers, suppliers, and vendors. Employees who <br />receive or observe sexual harassment should make a complaint to management so prompt action can be taken. <br />All employees are responsible for assuring that the workplace is free from sexual harassment at all times. We <br />will work to prevent and investigate harassment. These efforts will not be successful in all cases without help <br />from each employee. <br /> <br /> Explanation of Sexual Harassment. Sexual harassment includes the following: <br /> <br />Unwelcome sexual advancements (verbal and/or physical), intimidation, insults, request for favors, <br />and other verbal and or physical conduct of a sexual nature constitute sexual harassment when: <br /> <br /> Submission to such conduct is either an explicit or implicit term or condition of employment <br />(such as promotion, job assignment, overtime opportunity, wage increase, etc.); or <br /> Submission to or rejection of the conduct is used as a basis for making employment decisions; <br />or <br /> The Conduct has the purpose or the effect of substantially interfering with an individual’s <br />work performance or creating a hostile or offensive work environment. <br /> <br />Sexual harassment under this definition may range from sexual innuendo, perhaps in the guise of <br />humor, to coerced sexual relations. It may include but certainly is not limited to: <br /> <br /> Sexual jokes or offensive sexual language. <br /> Unwelcome sexual references. <br /> Verbal harassment of sexual nature. <br /> Subtle or direct pressure of sexual activity. <br /> Physical contact such as touching, patting, pinching, rubbing, or squeezing. <br /> Displaying pictures or objects that have women or men as sexual objects. <br /> <br />Sexual harassment may have different definitions, but it has no place in our work place. If an employee is <br />unsure whether his or her behavior may be considered as harassment, then he or she should change the <br />behavior. Using and insisting upon good manners, professional behavior, and the exercise of good sense will <br />go a long way in avoiding and preventing the inappropriate conduct covered by this policy. Should there be <br />any incident, however, which runs afoul of this policy, it should be reported immediately as describe in this <br />handbook on page 13 in the “How to report Harassment/Discrimination” section . <br /> <br />Any employee with a complaint or observation about sexual harassment should raise the issue immediately <br />with management, so action can be taken. The company will investigate all complaints and will attempt to <br />handle these matters efficiently and in a professional manner. Confidentiality will be respected to the extent <br />practical under the circumstances. No one will be punished for bringing an issue to our attention in good faith, <br />even if he or she does not have all the facts. The company would rather hear about the problem sooner rather <br />than later. <br /> <br />Violation of this policy is grounds for discipline or discharge. This policy applies on and off company <br />property. Remember, we cannot help if we do not know about the problem. <br /> <br /> <br />Docusign Envelope ID: 177AA06A-30B4-42FF-A85A-78B5A7C51DBE