Employee Harassment Program

EMPLOYEE HARASSMENT PROGRAM

Employer Name:   Program Effective Date:

Purpose

This Employee Harassment Program establishes the Employer's commitment to a work environment free from unlawful harassment, including sexual harassment, and describes employee and supervisor responsibilities, complaint procedures, investigative processes, and corrective actions. All employees must review, understand, and comply with this Program.

Policy Statement

It is the policy of the Employer to prohibit harassment on the basis of any protected characteristic. Harassment, whether verbal, physical, visual, or electronic, that creates an intimidating, hostile, or offensive work environment or is used as the basis for employment decisions will not be tolerated.

This policy applies to: Employees Contractors Job Applicants

Definitions

Harassment: Unwelcome conduct based on a protected characteristic that is severe or pervasive enough to create a hostile work environment or to result in an adverse employment action.

Sexual Harassment: Includes unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature when submission is made a term or condition of employment, submission or rejection is used as the basis for employment decisions, or such conduct unreasonably interferes with work performance or creates an intimidating or offensive work environment.

Scope

This Program applies to conduct occurring in the workplace, at work-related events, during work-related travel, and to work-related interactions outside normal work hours. The Employer may discipline employees for misconduct that occurs outside the workplace where such conduct affects the work environment.

Prohibited Conduct

Examples of prohibited conduct include unwelcome touching, sexual comments or jokes, slurs or epithets, derogatory or demeaning remarks, display of offensive materials, or conduct that interferes with an individual's work performance or creates an intimidating work environment.

Reporting Procedure

Employees are encouraged to report harassment promptly to their supervisor or Human Resources. If reporting to a supervisor is not appropriate, reports may be made to an alternate manager or to the designated Company representative below.

Preferred reporting method: In person By phone By email Written complaint

Complaint Intake Form (for employee use)

Investigation Process

Upon receipt of a complaint, the Employer will promptly and impartially investigate. Investigations will include interviews, review of relevant documents, and opportunity for all parties to present information. Investigations will be documented in writing and a determinations communicated to complainant and respondent to the extent permitted by confidentiality obligations and applicable law.

Reasonable interim measures may be taken to protect parties pending investigation. Corrective action, up to and including termination, will be taken where violations are substantiated.

Confidentiality and Non-Retaliation

The Employer will make reasonable efforts to preserve confidentiality. However, absolute confidentiality cannot be guaranteed. Retaliation against individuals who report harassment or participate in an investigation is strictly prohibited and will result in disciplinary action.

Training and Prevention

The Employer will provide periodic training to employees and supervisors regarding harassment prevention, reporting obligations, and investigation procedures. Attendance at assigned training is mandatory.

Recordkeeping

Records of complaints, investigations, findings, and corrective actions will be maintained by Human Resources in accordance with applicable record retention policies and laws.

Responsibilities

Managers must promptly report complaints to Human Resources, cooperate in investigations, and take immediate action to stop prohibited conduct. Employees must report suspected harassment and cooperate with investigations.

Employee Information

Position Information

Employment History (Most Recent)

Employment History (Previous)

Education

Professional References

Legal Disclosures

At-Will Employment: Unless otherwise provided in a separate written agreement signed by an authorized representative of the Employer, employment is at-will, meaning either the employee or the Employer may terminate employment at any time, with or without cause or notice.

Equal Opportunity: The Employer prohibits discrimination or harassment on the basis of protected characteristics. The Employer will take prompt corrective action when violations are found.

I acknowledge that I have received, read, and understand the Employer's Employee Harassment Program and that I have the obligation to report incidents of harassment in accordance with the Program.

I have read the Harassment Program I understand my obligations under the Program I agree to cooperate in investigations

Certification: I certify under penalty of perjury that the information provided on this form is true and complete to the best of my knowledge. I authorize the Employer to investigate any matter described in this form and to contact individuals or organizations as necessary to complete an investigation.

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