Anti-Harrassement and Discrimination Policy.pdf -...

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Confidential Internal Company DocumentRevised: 09/2019Page 1 of 3Anti-Harassment and Discrimination PolicyPolicyAll team members of the Company have a right to work in an environment free from all forms of discriminationand from conduct that is harassing, coercive, hostile, violent or disruptive.The most important factor toremember about harassment and discrimination is that it has to do with behaviornot just intentions.Youmay intend no harm, but your behavior may still be hurtful to others.Consistent with the Company’s beliefs in the rights and dignity of each team member, harassment ordiscrimination based on race, color, religion, pregnancy, sex, national origin, age, physical or mentaldisability, veteran’s status, uniformed service, genetic information, marital or citizenship status, gender,sexual orientation, gender identity, ancestry, or any other characteristic protected by law will not be tolerated.Harassment and discrimination can take many forms. It may be, but is not limited to, words, signs, jokes,pranks, threats, intimidation, physical contact, racial slurs or violence toward another team member by afellow team member, a supervisor, a visitor or a person doing business with the Company. Harassment isnot necessarily sexual in nature. Even conduct that is minor in nature, if repeated often enough, may besevere or pervasive over time.The Company has the overall responsibility for enforcing the Anti-Harassment and Discrimination Policy andmaintaining the reporting and monitoring procedures. Team members’ questions or concerns should bereferred directly to the Human Resources Business Partner designated for your area or the HumanResources Director of Ethics & Inclusion, presently located at the Corporate Office in Orlando, FL. Allnecessary steps will be taken to comply with existing federal, state and local fair employment laws andguidelines.Sexual Harassment DefinedApplicable state and federal law defines sexual harassment as unwanted sexual advances, requests forsexual favors or visual, verbal, or physical conduct of a sexual nature when: (1) submission to the conductis made either explicitly or implicitly a term or condition of employment; (2) submission to or rejection of the

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Term
Fall
Professor
Moses
Tags
Discrimination, HARASSMENT

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