Anti-Harassment Policy 4.25.20.docx - ANTI-HARASSMENT...

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ANTI-HARASSMENT WORKPLACE POLICYOBJECTIVEThis Policy is intended to prohibit and prevent harassment in the workplace at Java Corp. (“Company”), to prohibit and prevent harassment by the Company, and to promptly correct any harassment that occurs.SCOPEThis Policy governs the obligation of all Company Employees, including all directors, officers, managers, contractors, third party, and other agents to report all known or suspected violations ofthe Policy, Company policies and procedures, laws and regulations.DEFINITIONSGood Faith Disclosure of Misconduct - For a disclosure to be made in good faith, the whistleblower must make the allegation with a belief in the truth of the allegation based uponthe known facts. Allegations made with reckless disregard or in willful ignorance of facts thatwould disprove the allegation are not made in good faith.Hostile Environment: Occurs when any type of unwelcome sexual behavior creates a hostile, intimidating, uncomfortable, or non-productive work or study environment (Noe, et al., 2020).Interference- Any attempt by an employee or any person associated with the Company to prevent an individual from reporting an allegation of misconduct or to influence the nature ofthe report.Quid Pro Quo: Occurs when an individual is subject to unwelcome sexual behavior or advances and submission is made the basis for firing, hiring, advancement, or evaluation in the academic setting (Noe, et al., 2020).Physical Harassment: Hitting, pushing, touching or other physical contact or threats (implicit or explicit) to act against a fellow Employee.Retaliation- Any adverse action or credible threat of an adverse action taken in response to awhistleblower's good faith allegation of misconduct.Sexual Harassment: Unwelcome sexual advances, requests for sexual favors and other verbal or physical conduct of a sexual nature when:1.submission to such conduct is made either explicitly or implicitly a term or condition of an Employee's employment,2.submission to or rejection of such conduct by an Employee is used as a basis for employment decisions affecting the Employee, or3.such conduct has the purpose or effect of unreasonably interfering with an Page 1of 8
Employee's work performance or creating an intimidating, hostile or offensive working environment (Noe, et al., 2020).Verbal Harassment: Derogatory or vulgar comments and/or distribution of written or graphic material regarding an individual's sex (a form of sexual harassment), race, color, creed, religion, national origin, citizenship status, age, non-job-related physical or mental disabilities, veteran status, marital status, sexual orientation, gender identity, transgendered status, genetic information and/or any other classification or status protected by applicable law.

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