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incident and facts to the Executive Director. If an employee cannot go to his/her
Executive Director, or prefers not to, he/she can report any complaint or incident
to the Regional or Area Director, Sr. Vice President of Senior Living, Human
Resources or any officer of the Company without fear of reprisal. Management
has the responsibility of thoroughly and objectively investigating and resolving
complaints of discrimination and sexual or other harassment. Confidentiality will
be maintained, with information disclosed only to others on a need-to-know basis.
HHHunt will take prompt and appropriate action against anyone in the Company
who discriminates against or harasses another employee, which may include the
suspension or discharge of the offender.
Retaliation against an employee by any person under the CompanyÊs control for
opposing such harassment, for filing a bona fide complaint of discriminatory
harassment, or for providing information in good faith regarding another
employeeÊs complaint will not be tolerated. However, an allegation or allegations
that are fraudulent or made in bad faith will also be treated as a violation of this
policy.
COMPUTER SYSTEMS AND ELECTRONIC COMMUNICATIONS
Access to computers and electronic communications systems, e.g., e-mail and
voice mail, is provided so that employees may perform their work effectively
and efficiently. However, employees who use such equipment and systems
should be aware that in addition to the right which the Company retains to
randomly inspect company property, including such equipment and the
information/data contained therein, electronic communication systems may be
accessed and monitored by personnel who are responsible for administering
and maintaining the system. This right of access is necessary for system
management and maintenance.
Management reserves the unqualified right to access all computers, e-mail, and
other electronic files at any time, with or without notice to the employee. There
should be no expectation of privacy in the CompanyÊs property. Internal and
external electronic communications are considered business records and may be
subject to discovery in the event of litigation. Be aware of this possibility when
sending electronic communications within and outside the Company.
Appropriate Communications: In general, employees should exercise the same
restraint and caution in drafting and transmitting messages via electronic
communications as they would when writing a memorandum or letter and
should assume that someone other than the intended recipient may review their
message.
Employees are expected to exercise the same restraint and caution when
transmitting messages via cellular phones.
Communication with Residents and their Family: Whenever possible,
communication to a resident or their family by the community should occur in
person or through a telephone call. Email communication is permitted only by a
Spring Arbor Department Manager. Texting by any employee to a resident or