Does your company have...gg -- RTInfinityPoli

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Date Posted: 08:47:50 03/23/10 Tue
Author: gg
Subject: Does your company have...gg
In reply to: niki 's message, "thoughts for discussion" on 07:23:10 03/23/10 Tue

Anything posted for the employees to read? Such as:

Prevention of Harassment and Other Forms of Unlawful Discrimination
The company is committed to providing a workplace which is free of harassment and other forms of discrimination based on race; color; religion; sex; pregnancy, childbirth and related medical conditions; sexual orientation; national origin; ancestry; age; physical or mental disability; medical condition (cancer-related or genetic characteristics); status as a covered veteran; marital status; citizenship; or any other legally protected condition or characteristic where prohibited by federal and state laws, including Title VII of the Civil Rights Act of 1964, as amended. The company does not tolerate conduct that constitutes or may lead to unlawful harassment of or discrimination against the company associates. All persons engaging in inappropriate conduct will be subject to disciplinary action, which may include termination of their relationship with the company.

Definition of Harassment
In general, unlawful harassment is defined as inappropriate, unwelcome, or offensive conduct where:

submission to such conduct is made an explicit or implicit term or condition of employment; or
submission to, or rejection of such conduct is used as a basis for employment decisions; or
such conduct has the purpose or effect of unreasonably interfering with an individual's work performance or working conditions by creating a hostile work environment.
While in some cases, individuals may make comments, jokes, or personal advances without intending harm, such actions can be unwanted, threatening, and perceived as harassment. Stopping harassment in its many forms requires an increased awareness by everyone of the impact that such actions may have on others. The following is a partial list of unwelcome behavior that may be considered harassment:

Verbal: sexual innuendoes, racial epithets, derogatory jokes or comments, ethnic slurs, unwanted sexual overtures, inquiries or discussions concerning one's sexual experiences or sexual orientation

Visual: derogatory and/or sexually oriented posters, photography, cartoons, drawings or gestures

Physical: unwanted physical contact such as touching, blocking normal movement, brushing against the body

Other: making or threatening reprisals as a result of a negative response to harassment or discrimination, submitting a complaint, or cooperating with an investigation.

Complaint Process
This process shall be used to investigate and respond to concerns relating to harassment as defined above, as well as for compliance with the company's equal employment opportunity policies.

If you experience unwelcome conduct of the type described above, you are encouraged to pursue resolution of your concerns early, before the problem progresses. For example, you may be able to resolve the problem by informing the person engaging in the conduct that it is unwelcome and requesting that it stop. If you would like assistance in pursuing this option, you should seek assistance from a supervisor and/or a representative from the Human Resources Department.

In any case, a person who believes that he or she has been subjected to harassment or other discriminatory conduct or treatment (or who has witnessed such conduct) is strongly encouraged to report the facts to his or her supervisor and/or to the Human Resources Department.

Upon notification of a complaint, an investigation will be conducted promptly by or under the direction of Human Resources personnel. All information will be handled with the highest degree of confidentiality possible under the circumstances and consistent with a full and fair investigation.

If the company determines inappropriate conduct has occurred, appropriate action will be taken to remedy the problem. Such action may include, for example, oral or written reprimand, mandatory referral to counseling, reassignment or disqualification from appointment to certain duties or responsibilities, suspension, or termination of employment or other relationship with the company. The complainant and the person(s) accused of the inappropriate conduct will be informed of the results of the investigation and the actions taken.

Retaliation for complaining about sexual harassment or discrimination, or for cooperating with an investigation is strictly prohibited, and is a serious violation of this policy. The company associates deliberately making false claims relating to this policy are subject to disciplinary action up to and including termination of employment or other relationship with the company.

Harassment by Clients or Other Third Parties
This policy applies to all persons whom the company associates encounter through their work for the company, whether such persons are employed by the company or not. An investigation will be conducted of any complaint and based upon the results, the Chief Executive Officer or his assignee will take appropriate action. Possible remedial steps include, but are not limited to, letters of objection, discussing the issue and requesting that the conduct cease, or refusal to continue the business relationship.

Responsibility for Implementation of Policy
The company depends on all company associates to support and carry out this policy. All managers and supervisors are expected to recognize and respond to potential policy violations. The Human Resources Department shall be promptly advised of all complaints. Human Resources personnel who receive reports of complaints will take immediate steps to implement this policy in accordance with its provisions.

Questions regarding this policy and its implementation should be directed to...

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Replies:

[> She is a very nice girl -- niki, 10:52:33 03/23/10 Tue [1]

she just seems to have a very skewed view of the world. It doesn't affect her work and as I said she is rather young for her age, so I assume she is getting some of this from home.

Yes, it was inappropriate, but we have a very small company and we talk about lots of things that could probably be considered harassment if someone took them wrong. C opted not to discuss it, I would have called her on it. Either way we are not looking to get her in trouble- she took care of the client fine and I think her being exposed to other points of view is a good thing.

I just thought it was an interesting point of view. I hear people complain that we shouldn't ever have to "press 1 for english" (nevermind that the call center is in India). And that we shouldn't teach english as a second language in public school- is that why? Because they think everyone who doesn't speak english is here illegally?

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