ICMARC Associate Handbook August 2016

P P Abusive, offensive, or unwelcome sexual conversation, innuendoes, jokes or teasing P P Displays in the workplace of sexually suggestive objects or pictures P P Offensive, insulting or suggestive gestures, leering, sounds or comments P P Unwanted pressure for dates P P Subtle pressure for sexual activity P P Sexually degrading words to describe an individual P P Graphic comments about an individual’s body P P Explicit demands for sexual favors P P Unwanted physical contact, including touching, petting, kissing, hugging, pinching, or intentional brushing against another person Prohibition against Retaliation ICMA‑RC prohibits retaliation against an associate for filing a good-faith complaint of discrimination or harassment or for assisting or cooperating in an investigation of a complaint of discrimination or harassment. Any manager, supervisor, or associate who violates this policy will be subject to discipline up to and including termination. Because of the serious nature of these matters, bad faith reports are exempt from the protection under this policy. Responsibilities of All Associates All associates have a responsibility to ensure adherence to ICMA‑RC’s Harassment-Free Work Environment Policy by undertaking the following: P P If you believe you have been the target of discrimination, harassment, or retaliation, you should: 1 inform the person of the actions or statements you find objectionable, and 2 tell them to stop, if you feel comfortable doing so. P P Report violations of the Harassment-Free Work Environment Policy — either experienced or observed — pursuant to the “Complaint Procedure” section outlined below. P P Cooperate with any investigation of discrimination, harassment or retaliation. P P Refrain from any behavior covered by this policy that others might find objectionable. P P Immediately stop any behavior or conversation covered by this policy that anyone finds objectionable. P P Attend the required harassment training provided by ICMA‑RC. P P Managers and supervisors should be alert to potential violations of this policy, consult with Human Resources regarding any corrective action, and generally strive to set a positive example. Complaint Procedure ICMA‑RC encourages any associate who believes he or she is the target of discrimination, harassment, retaliation, or who has observed behavior prohibited by this policy, to immediately report the conduct to management. STEP 1 Any violation of this policy can be reported to the associate’s immediate supervisor, manager, HR manager, or the corporation’s toll-free Whistleblower Hotline at 888-261-1499 or online at www.ethicspoint.com . (See more information on our Whistleblower Policy on page 15.) A report of discrimination, harassment or retaliation should be as specific as possible and include the dates, times, places and nature of incidents complained of, as well as the names of any witnesses.

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