Company Anti-Harassment and Non-Discrimination Policy
Version 2.0 [Discontinued]
Purpose and Summary
The objective of this policy is to outline the company’s commitment to prohibiting intentional and unintentional discrimination, bullying, and harassment, including sexual harassment, in the workplace.
Policy
Any form of discrimination, bullying, and harassment, including sexual harassment, is not permitted at McKinley & Rice. In order to maintain a workplace free from acts of discrimination, McKinley & Rice is committed to making all employment decisions based on job-related qualifications and without regard to legally protected characteristics, which include age, disability, national origin, pregnancy, race, religion, and sex.
For purposes of this policy, harassment is defined to include all conduct that improperly interferes with an individual’s work performance or creates an intimidating, hostile or offensive work environment based on a protected classification. Harassment may be physical, verbal or visual, and may be based on race, color, sex, pregnancy, religion, national origin, age, ancestry, citizenship status, veteran status, military status, disability or handicap, sexual orientation, gender identity, gender expression, genetic information or any other status protected by applicable federal, state or local law.
Examples of prohibited harassment include, but are not limited to threatening, intimidating or hostile acts, racially or sexually offensive oral or written comments, jokes, slurs, epithets, stories or question, negative stereotyping, comments that denigrate or show hostility or aversion towards an individual, characteristic or group (including emails, texts, instant messages, etc.), displaying offensive objects or pictures, making graphic comments about an individual’s body, making lewd or offensive gestures, and unwanted touching of any kind.
“Sexual harassment” is a form of harassment that includes unwelcome sexual behavior or advances, requests for sexual favors or unwanted verbal, written or physical conduct of a sexual nature.
Examples of sexual harassment include, but are not limited to:
● Displays or distributions of sexually suggestive materials or communications.
● Comments, jokes, a foul or obscene language of a sexual nature or regarding another’s body, appearance, sexuality, sex life, gender identity, gender expression, or sexual orientation;
● Propositions or other requests for sexual favors or repeated unwanted requests for dates; and
● Sexual gestures and other unwelcome or offensive flirtation or physical behavior including touching, grabbing, fondling, kissing, massaging, intentional pushing or brushing up against another’s body or invading someone’s personal space.
McKinley & Rice prohibits explicitly or implicitly making a submission to sexual advances a term or condition of employment, making threats after a negative response to sexual advances, or using submission or rejection of sexual advances as a basis for any employment decision. This policy applies to intentional and unintentional discrimination, bullying and harassment of/by colleagues and non-colleagues, such as vendors, applicants, customers or guests.
Accountability
Assistant Manager-HR is responsible for the review and implementation of the policy. All McKinley & Rice colleagues are expected to adhere to the conditions defined in this document. Harassment is unlawful and strictly prohibited.
Complaints of Harassment
Any colleague who believes they have witnessed or experienced any form of discrimination, bullying, or harassment, including sexual harassment, in violation of this policy, should immediately report such conduct either orally or in writing. Colleagues are encouraged to report their concern to any of the following persons:
• Assistant Manager- HR
• The Chief Operating Officer
• The Chief Executive Officer
Investigations
All complaints will be investigated promptly, and appropriate action will be taken. Colleagues are required to cooperate in all investigations. The investigation may include a private interview with the colleague filing the complaint, interviews with relevant witnesses and the colleague alleged to have committed the offending conduct. These investigations conducted by appropriate members of HR and management will be kept confidential, to the fullest extent possible.
McKinley & Rice will take strict action based on the results of the investigation. The Company will take corrective action where any colleague is determined to have violated this policy. Anyone found to have discriminated against or harassed a colleague, applicant for employment, customer, or vendor will be subject to immediate and appropriate disciplinary action, up to and including termination.
