212 - NON-DISCRIMINATION/NON-HARASSMENT
The Company has zero tolerance regarding workplace discrimination/harassment. We are committed to providing a productive work environment, free from intimidation or harassment of any kind, including harassment from or to customers and vendors. The purpose of this policy statement is to reaffirm our commitment to equal employment opportunity and to providing a harassment-free work environment for all employees.
Harassment or discriminatory conduct of any kind, whether physical or verbal, committed by Supervisors or non-Supervisory personnel, is prohibited. Prevention of discriminatory activities must be practiced at all times, especially by Supervisors. In those cases where discrimination can be established, disciplinary action up to and including termination may be taken.
Taking reprisal action against any employee because he or she has filed a discrimination or harassment complaint, furnished information or participated in any manner in an investigation, compliance review or hearing is prohibited. In those cases where reprisal action can be established, disciplinary action up to and including dismissal may be taken.
Harassment Defined. Disparate and unfair treatment of any employee or individual because of his or her gender, gender identity, race, color, religion, age, disability, national origin, marital status, veteran status, sexual orientation, or any other protected class as defined by federal, state and local laws is prohibited. This includes harassment and intimidation. Harassment is behavior perceived by the receiver as unwelcome and includes, but is not limited to, the use of verbal or practical jokes, unwelcome touching, offensive remarks or put-downs, displays of objects and materials, which create an offensive environment. Actions such as these are prohibited and if repeated, they are also unlawful.
Discrimination Defined. Disparate and unfair treatment of any employee or individual because of his or her race, color, sex, religion, national origin, age, disability, marital status, sexual orientation or protected group status as defined by federal, state or local laws is prohibited. This includes harassment and intimidation. Discrimination also includes treating an employee with care giving responsibilities differently based on their race, sex, disability, or other protected group status. Examples include, but are not limited to, treating male employees who are caregivers differently than female employees who are caregivers, limiting a pregnant employee’s job duties based on pregnancy-related stereotypes; or denying a male employee leave to care for his child when a female employee would be granted such leave.
Complaint Process. Employees who have been subjected to, or have witnessed, unprofessional behavior, including harassment and or discrimination, are directed to immediately report such actions to their immediate Supervisor, Human Resources department, department head or Executive Staff. Employees are not required to report unprofessional or harassing conduct to the individual about whom they are complaining.
Please refer to the Issue Reporting policy to understand the best way to make a complaint known. Upon receipt of an issue report/complaint, the Company will initiate an appropriate investigation and take any other appropriate action.
Any employee found to have engaged in unprofessional conduct, including discrimination or harassment, or found to have retaliated against an employee for making a complaint about unprofessional conduct, including discrimination or harassment, will be subject to appropriate discipline, up to and including termination.
The Company will not take any adverse action against any employee for filing a complaint of discrimination or harassment in good faith with the Company or for participating in good faith in a discrimination or harassment investigation (see also the Whistleblowing & Retaliation policy).
Unprofessional conduct, including harassment of employees in connection with their work, by non-employees may also be a violation of Company policy. Any employee who experiences harassment by a non-employee, or who observes harassment of an employee by a non-employee should report such harassment to one of the individuals identified above.
Unprofessional conduct, including harassment toward our customers, vendors, suppliers or independent contractors or their employees is also strictly prohibited. Any such conduct will subject an employee to disciplinary action, up to and including immediate discharge.
Sexual Harassment. Sexual harassment is considered sex discrimination not only because of the sexual nature of the conduct to which the victim is subjected but also because the harasser treats a member or members of one sex differently from members of the opposite sex.
Unwelcome sexual advances, requests for sexual favors or other verbal or physical conduct of a sexual nature constitutes illegal sexual harassment when:
Submission to such conduct is made either explicitly or implicitly a term or condition of an individual's employment.
Submission to or rejection of such conduct by an individual is used as a basis for employment decisions affecting such individuals.
Such conduct has the purpose or effect of unreasonably interfering with an individual's work performance or creating an offensive work environment.
The Company has a zero-tolerance policy and does not condone any level of harassment.
This is by no means an exhaustive list of conduct which is considered inappropriate and which will not be tolerated in the workplace. If an employee is aware of such conduct, it is the employee’s responsibility to take affirmative actions to stop it immediately either by telling the employee to stop the offensive conduct or reporting it immediately to management.
@2021 The DPI Group. All Rights Reserved. Revision Dates: 02/10/2021 - The DPI policies do not form a contract, express or implied, nor do they guarantee employment for any specific length of time. Employment with The DPI Group or any subsidiary is at-will. This means that either the employee or employer can terminate the employment relationship at any time, for any reason. No statements made by any supervisor or manager can alter this at-will relationship. The at-will relationship can only be changed through a signed written agreement that specifically sets forth the terms between the employee and the President/Chief Executive Officer of the Company.