Employee Handbook 2020

Because confusion often arises concerning the meaning of sexual harassment in particular, it deserves special mention. Sexual harassment may take many forms, including the following: • Offensive and unwelcome sexual or romantic invitations or advances, whether or not the employee submits to the invitation, and particularly when a spoken or implied quid pro quo for sexual favors is a benefit of employment or continued employment; • Offensive and unwelcome conduct of a sexual nature, including sexually-graphic spoken comments; offensive comments transmitted by e-mail or another messaging system; offensive or suggestive images or graphics whether physically present in the workplace or accessed over the Internet; or the possession of or use of sexually suggestive objects; and • Offensive and unwelcome physical contact of a sexual nature, including the touching of another's body; the touching or display of one's own body, or any similar contact. Harassers and victims can be of either gender, and harassment can occur between people of the same gender. A victim does not have to be the person to whom the behavior is directed, but anyone who is offended, such as someone overhearing offensive conversations or jokes. Merritt specifically prohibits each employee from insinuating or threatening, either implicitly or explicitly, that another officer’s, employee’s, or applicant’s refusal to submit to sexual advances will adversely affect that person’s employment, work status, or any other condition of employment or career development. Similarly, no employee shall imply, promise, or grant any preferential treatment in connection with another officer, employee, or applicant engaging in sexual conduct. Complaint Procedure: If an employee feels that he or she has witnessed or is a victim of conduct of the type listed above or of any other type of harassment based on any Protected Category, by any officer, manager, employee, client, or any other person doing business with Merritt, he or she should immediately bring the matter to the attention of Human Resources or any Team Leader of Merritt. As with any form of harassment, it is very important that problems of this type be brought to the attention of these individuals as promptly as possible. Merritt, through its Human Resources Department, will then conduct an appropriate investigation into the circumstances, and will take appropriate corrective action. Merritt is aware of the sensitive nature of situations covered by this policy. Accordingly, each investigation of any complaint of sexual harassment will be conducted in as confidential a manner as possible as is consistent with completing an appropriate investigation. The findings of the investigation will typically be communicated to the parties involved. Retaliation Not Permitted: Merritt will not permit retaliation against anyone making a good faith report under this policy or cooperating in the investigation of any such report. Anyone

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