Anti-harassment Policy
Learn To Sail,
Inc.
Workplace Policy
Harassment Free Workplace
Learn
to Sail is committed to providing a work environment based on mutual respect
and teamwork. That means a work environment free of harassment.
Harassment
Prohibited
Learn
to Sail defines harassment as
behavior or comments that create a hostile work environment for another person
because of race, religion, color, sex, age, pregnancy, national origin,
disability, veteran or family status, or any other status or condition
protected by applicable federal, state or local laws.
Verbal,
physical, sexual or any other form of harassment that belittles or demeans any
individual on the basis of race,
religion, color, sex, age, pregnancy, national origin, disability, veteran or
family status, or any other status or condition protected by
applicable federal, state or local laws is also strictly prohibited.
Prohibited
harassment includes conduct that has the purpose or effect of unreasonably
interfering with an employee’s work performance or experience or creating an
environment that is hostile, intimidating or offensive.
Sexual
advances; requests or demands for sexual favors; threats; physical conduct of a
harassing nature; jokes; slurs; and other harassing language or conduct that is meant to intimidate or that
negatively impacts an employee’s work environment is strictly prohibited.
Harassment Free Workplace
Learn
to Sail does not tolerate and expressly prohibits harassment or any acts
(physical, verbal or otherwise) that create a hostile or intolerable working
environment for any employee, [volunteer, applicant, agent, contractor,
customer, client or vendor e.g.] because of race, religion, color, sex, age,
pregnancy, national origin, veteran or family status, [state other class here]
or other status or condition protected by applicable federal, state or local
laws.
This
policy applies to every person in the workplace and everyone who participates
in work-sponsored activities no matter his or her authority, position or
classification.
Reporting
Harassment
If you believe you are harassed or if you know or suspect
harassment to another employee or workplace participant, you must report it
immediately to [your manager, your supervisor, the Human Resources Department,
the Personnel Department, the EEO Department, the Compliance Department, e.g.].
If you do not feel comfortable reporting as listed above or
if you did a report and are not satisfied
with the response, then you should direct your statement
or dissatisfaction to [Human Resources Department, Personnel Department, EEO
Department, Compliance Department, e.g.].
If for any reason you do not want to discuss the matter with
the persons or departments listed above, you may report the issue to [Human Resources Department, Personnel
Department, EEO Department, Compliance Department, e.g.] [or the President, CEO, e.g.].
Please note that you are not required to confront the person
or persons that have given you a reason
to report. However, if you experience wrongdoing, like harassment, you must
make a reasonable effort to make the wrongdoing known as soon as or soon
after you experience or discover it.
Discussing or reporting acts of harassment to any person not listed above does
not constitute a report.
Retaliation
Prohibited
If you believe you are being subjected to retaliation for
reporting a violation of this policy or
participating in an investigation of this policy, you should report the retaliation immediately in the
manner provided above. Please note that you do not have to confront the person
that is the source of the retaliation
before reporting it, but to help prevent
retaliation from continuing, you must report
it.
Any employee or workplace participant that retaliates
against another employee or workplace participant for making a good faith
complaint of a violation of this policy, or for assisting in an investigation
of a complaint of a violation of this
policy, is subject to discipline or termination. Retaliation can include but is not limited to harassment,
discrimination, bullying or any other unfair treatment or abuse of power.
Workplace Investigations
If
warranted, Learn to Sail will investigate credible allegations of harassment. Learn
to Sail may use third parties to assist in such investigations. All employees
have a responsibility to cooperate fully in any such investigation.
Unreasonable refusal to participate in an
investigation of a complaint of harassment may lead to discipline.
[False Claims
Prohibited
Any employee or workplace participant that makes a knowingly
false claim of workplace wrongdoing, like a knowingly false claim of
harassment, will be subject to discipline or termination.]
Questions About
This Policy
If you have questions, suggestions or concerns about this
policy, you should direct them to [your manager, your supervisor, the Human
Resources Department, the Personnel Department, the EEO Department, the
Compliance Department, e.g.].
[If you feel uncomfortable discussing your questions,
suggestions or concerns about this policy with [the person, the persons, the
department, e.g.] listed above, you can
direct them to the [Human Resources Department, Personnel Department, EEO
Department, Compliance Department, e.g.]
[or the President, CEO, e.g.].]