Sexual and Other Unlawful Harassment

Our harassment policy prohibits any form of sexual harassment in the workplace. Prohibited conduct is described below, along with the harassment complaint process.

Prohibited conduct includes, but is not limited to, unwelcome sexual advances, requests for sexual favors, and other verbal, visual or physical conduct of sexual nature. No employee or licensee shall threaten by stating or suggesting that an employee / licensee or applicant’s refusal to provide sexual favors or submit to sexual advances will adversely affect that person’s employment or affiliation or any condition of employment. No employee / licensee shall promise, imply or grant any preferential treatment in connection with another employee / licensee or applicant engaging in sexual conduct.

In addition, unwelcome sexual flirtations, advances or propositions, verbal abuse of sexual nature, inappropriate touching of an individual, verbal commentaries or graphic depictions  regarding an individual’s body, the use of sexual words to describe an individual, display of  sexually suggestive objects or pictures in the workplace, sexually explicit or offensive jokes, or  physical assault is all prohibited by the policy.

Other forms of prohibited harassment include derogatory comments, offensive jokes, verbal or other forms of abuse, based on a person’s race, color, age, national origin, religion, marital status, or disability. Because harassment (based on sex or other characteristic can take many forms, this list is not exhaustive and the company retains sole discretion in assessing and determining whether harassment has taken place.

Any employee or licensee who feels that he/she is a victim of sexual or other harassment, including but not limited to any of the conduct listed previously, by any supervisor, management member, employee, licensee or any other person in connection with employment or affiliation at the company must bring the matter to the immediate attention of Kathy Copeland. There will be no reprisals or retaliation for reporting harassment.

An employee or licensee may also contact any other member of management to report harassment. The Company will promptly investigate all allegations of harassment as confidentially as possible. Appropriate corrective action will be taken when warranted.

Any supervisor or manager who becomes aware of possible sexual or other unlawful harassment must promptly advise Kathy Copeland, who will handle the matter promptly.

After an investigation, any employee or licensee determined to have engaged in sexual or other harassment in violation of this policy will be subject to appropriate disciplinary action up to and including termination.