Definition, Reporting Process, and Corrective Action for work place harassments

Harassment - Harassment may include conduct (both overt and subtle) that demeans another person or shows hostility towards an individual. Examples include but are not limited to unwelcome teasing, unwelcome advances, leers, inappropriate touching, physical abuse, verbal threats, offensive or lewd remarks, and inappropriate personal questions.

All employees have the right to work in an organization free of harassing conduct, abuse, bullying, unwelcome sexual advances, or any violation of basic human rights. Verbal, physical, or other communication or conduct by an employee, manager, customer, or supplier that harasses, bullies, disrupts, or interferes with another's work performance or creates an intimidating, offensive, or hostile environment will not be tolerated. All types of harassment, whether it is based on sex, race, color, religion, political affiliation, age, disability, or other status protected by federal, state, local, or other laws, are unacceptable work behavior and strictly prohibited.

Reporting Procedures

An employee who believes that he/ she has been subjected to inappropriate conduct is strongly encouraged to immediately contact his / her manager or any management or Human Resources member. Complaints will be investigated promptly and as confidentially as possible under the circumstances. Employees should feel free to raise their concerns or make complaints without fear of retaliation, which is also prohibited by this policy.

In the case of harassment, an employee should complete a Concern Report Form (SOA_01.03.002-3) with details of the problem and return it to the Manager or Human Resource Personnel.

Corrective Action

An employee found to have participated in any inappropriate conduct prohibited by law or this policy will be subject to corrective action up to and including termination. Conduct that may not be illegal may still constitute harassment and be subject to corrective action.

An investigation will immediately be initiated upon receiving an official report. This will include the separation of the accused and accuser during the investigation. This separation can consist of a suspension of the accused, working in separate departments or buildings, or simply working in different areas. The investigation will continue with interviews of both parties separately as well as reviewing any evidence presented. Evidence would be statements, witnesses, camera footage, communication records from phones, or other means presented.