Policy
Indian Rocks promotes a productive work environment and does not tolerate verbal or physical conduct by any employee that harasses, disrupts, or interferes with another’s work performance or that creates an intimidating, offensive, or hostile environment.
Supervisors have a responsibility to keep the workplace free of any form of harassment, in particular, sexual harassment. Supervisors are not to threaten or insinuate, either explicitly or implicitly, that an employee’s refusal or willingness to submit to sexual advances will affect the employee’s terms or conditions of employment.
Other sexually harassing or offensive conduct in the workplace, whether committed by supervisors, non-supervisory employees, or non-employees, is also prohibited. Prohibited conduct includes, but is not limited to:
• Unwanted physical contact or conduct of any kind, including sexual flirtations, touching, advances, or propositions;
• Quid Pro Quo: when submission to or rejection of such conduct is used for an employment decision; this for that proposal.
• Verbal harassment of a sexual nature, such as lewd comments, sexual jokes or references, and offensive personal references;
• Demeaning, insulting, intimidating, or sexually suggestive comments about an individual;
• The display in the workplace of demeaning, insulting, intimidating, or sexually suggestive objects, pictures, or photographs;
• Demeaning, insulting, intimidating, or sexually suggestive written, recorded, or electronically transmitted messages.
• Hostile environment: harassing conduct interferes with an employee’s work performance or creates a hostile or offensive “work environment” that is pervasive.
Any of the above conduct, or other offensive conduct, directed at individuals because of their sex, race, color, national origin, pregnancy, age, marital status, disability, military status or any other characteristic protected by law is also prohibited.
Procedure
Any employee who believes that a supervisor, other employee, or non-employee’s actions or words constitute unwelcome harassment has a responsibility to report/complain about the situation as soon as possible. The report/complaint should be made to the employee’s supervisor or the Human Resource Director. It is the responsibility of the supervisor to report all claims to Human Resources Director immediately.
It is the responsibility of the Human Resources Director to investigate all complaints of harassment promptly and in as impartial and confidential a manner as possible. Employees are required to cooperate in the investigation as requested. A timely resolution of each complaint should be reached and communicated to the parties involved by the Human Resources Director.
Any employee, supervisor, or manager who is found to have violated the harassment policy will be subject to appropriate disciplinary action, up to and including termination. Indian Rocks prohibits any form of retaliation against employees for bringing bona fide complaints or providing information about harassment. However, if an investigation of a complaint shows that the complaint or information was false, the individual who provided the false information will be subject to disciplinary action, up to and including termination.
Effective Date: July 2004
Review Date: March 2022