Common use of Anti-Harassment Policy Clause in Contracts

Anti-Harassment Policy. Xxxxxxxx Programs for Children and Families, Inc. is committed to courteous and considerate treatment of its employees at all times as an accepted standard of behavior. Consequently, the Agency is committed to a work environment that is free of tension caused by demeaning or harassing conduct including animosity engendered by inappropriate religious, racial, or sexual conduct or comments. This policy refers to, but is not limited to, harassment in the following areas: age, race, color, national origin, religion, gender, marital status, handicap/disability, gender identity, sexual orientation, and veteran status. Harassment includes display or circulation of written materials or pictures degrading to either gender or to racial, ethnic or religious groups; and verbal abuse or insults directed at or made in the presence of members of a racial, ethnic, or minority group. Sexual harassment shall mean sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature when: (a) submission to or rejection of such advances, requests, or conduct is made either explicitly or implicitly a term or condition of employment or as a basis for employment decisions; (b) such advances, requests, or conduct have the purpose or effect of unreasonably interfering with an individual's work performance by creating an intimidating, hostile, humiliating, or sexually offensive work environment. Harassment also refers to behavior that is personally offensive, impairs morale, and interferes with the work effectiveness of employees. Any harassment of employees by other employees will not be permitted, regardless of their working relationship. It is the obligation of each employee of the Agency to report any conduct which violates these standards, whether the employee is the victim or not, whether the perpetrator is a supervisor, manager, or staff member, and regardless of the sex of the perpetrator. In fulfilling their obligation to maintain a positive and productive work environment, managers and supervisors are expected to immediately halt any harassment of which they become aware by emphasizing the Agency's Anti- Harassment Policy and, when necessary, by more direct disciplinary action. It is unlawful to retaliate against an employee for filing a complaint of harassment or for cooperating in an investigation of a complaint for harassment. Individuals who believe they have been subjected to harassment from either a co-worker or a supervisor should make it clear to the offender that such behavior is offensive to them. Any violation should be promptly reported to: The Human Resources Department; or Directly to the Chief Executive Officer: Chief Executive Officer 00 Xxxxxxx Xxxxxxx Northampton, MA 01060 (000) 000-0000 The Chief Executive Officer will immediately conduct a confidential investigation of any complaint, protecting the identity of the complaining party, witnesses, and the individual alleged to have violated the policy to the extent possible. A complaint made in good faith assures that the complainant shall be protected from any retaliatory action. If the complaint involves the Chief Executive Officer, the employee may directly contact either the Chair of the Personnel Committee of the Board of Directors or the Board President. Anyone found to have engaged in any type of harassment shall be subject to discipline, including warnings, written reprimands, unpaid suspensions, and/or immediate discharge. The state and federal agencies that oversee employment discrimination enforcement are: Massachusetts Commission Against Discrimination, Springfield Office 000 Xxxxxx Xxxxxx, Suite 315 Springfield, MA 01103 (000) 000-0000 Equal Employment Opportunity Commission (EEOC) 0000 X Xxxxxx, XX Washington, DC 20507 (800) 669-EEOC Article 44: Personal Work No employee shall be required to perform personal services for the benefit of their supervisor or any other employee.

Anti-Harassment Policy. Xxxxxxxx Programs for Children and Families, Inc. is committed to courteous and considerate treatment of its employees at all times as an accepted standard of behavior. Consequently, the Agency is committed to a work environment that is free of tension caused by demeaning or harassing conduct including animosity engendered by inappropriate religious, racial, racial or sexual conduct or comments. This policy refers to, but is not limited to, harassment in the following areas: age, race, color, national origin, religion, gender, marital status, handicap/disability, gender identitypreference, sexual orientation, and veteran status. Harassment includes display or circulation of written materials or pictures degrading to either gender or to racial, ethnic or religious groups; and verbal abuse or insults directed at or made in the presence of members of a racial, ethnic, ethnic or minority group. Sexual harassment shall mean sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature when: (a) submission to or rejection of such advances, requests, or conduct is made either explicitly or implicitly a term or condition of employment or as a basis for employment decisions; (b) such advances, requests, or conduct have the purpose or effect of unreasonably interfering with an individual's work performance by creating an intimidating, hostile, humiliating, or sexually offensive work environment. Harassment also refers to behavior that is personally offensive, impairs morale, and interferes with the work effectiveness of employees. Any harassment of employees by other employees will not be permitted, regardless of their working relationship. It is the obligation of each employee of the Agency to report any conduct which violates these standards, whether the employee is the victim or not, whether the perpetrator is a supervisor, manager, or staff member, and regardless of the sex of the perpetrator. In fulfilling their obligation to maintain a positive and productive work environment, managers and supervisors are expected to immediately halt any harassment of which they become aware by emphasizing the Agency's Anti- Anti-Harassment Policy and, when necessary, by more direct disciplinary action. It is unlawful to retaliate against an employee for filing a complaint of harassment or for cooperating in an investigation of a complaint for harassment. After investigating, if it is found that an employee knowingly filed a false allegation of harassment, that employee may be subject to disciplinary action, up to and including termination. Individuals who believe they have been subjected to harassment from either a co-worker or a supervisor should make it clear to the offender that such behavior is offensive to them. Any violation should be promptly reported to: The Human Resources DepartmentExecutive Director through the employee's immediate supervisor or through any supervisory person who the employee feels is the most appropriate under the circumstances or through the Personnel Administrator; or Directly directly to the Chief Executive Officer: Chief Director. Executive Officer Director 00 Xxxxxxx Xxxxxxx Northampton, MA 01060 (000) 000-0000 The Chief Executive Officer Director will immediately conduct a confidential investigation of any complaint, protecting the identity of the complaining party, witnesses, and the individual alleged to have violated the policy to the extent possible. A complaint made in good faith assures that the complainant shall be protected from any retaliatory action. If the complaint involves the Chief Executive OfficerDirector, the employee may directly contact either the Chair of the Personnel Committee of the Board of Directors or the Board President. Anyone found to have engaged in any type of harassment shall be subject to discipline, including warnings, written reprimands, unpaid suspensions, and/or immediate discharge. The state and federal agencies that oversee employment discrimination enforcement are: Massachusetts Commission Against Discrimination, Discrimination Springfield Office Xxxxxx 000 Xxxxxx Xxxxxx, Suite 315 Springfield, MA 01103 (000413) 000739-0000 2145 Equal Employment Opportunity Commission (EEOC) 0000 X Xxxxxx, XX WashingtonXxxxxxxxxx, DC 20507 XX 00000 (800) 669-EEOC Article 44: Personal Work No employee shall be required to perform personal services for the benefit of their supervisor or any other employee.EEOC

Anti-Harassment Policy. Xxxxxxxx Programs for Children and Families, Inc. is committed to courteous and considerate treatment of its employees at all times as an accepted standard of behavior. Consequently, the Agency is committed to a work environment that is free of tension caused by demeaning or harassing conduct including animosity engendered by inappropriate religious, racial, or sexual conduct or comments. This policy refers to, but is not limited to, harassment in the following areas: age, race, color, national origin, religion, gender, marital status, handicap/disability, gender identity, sexual orientation, and veteran status. Harassment includes display or circulation of written materials or pictures degrading to either gender or to racial, ethnic or religious groups; and verbal abuse or insults directed at or made in the presence of members of a racial, ethnic, or minority group. Sexual harassment shall mean sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature when: (a) submission to or rejection of such advances, requests, or conduct is made either explicitly or implicitly a term or condition of employment or as a basis for employment decisions; (b) such advances, requests, or conduct have the purpose or effect of unreasonably interfering with an individual's work performance by creating an intimidating, hostile, humiliating, or sexually offensive work environment. Harassment also refers to behavior that is personally offensive, impairs morale, and interferes with the work effectiveness of employees. Any harassment of employees by other employees will not be permitted, regardless of their working relationship. It is the obligation of each employee of the Agency to report any conduct which violates these standards, whether the employee is the victim or not, whether the perpetrator is a supervisor, manager, or staff member, and regardless of the sex of the perpetrator. In fulfilling their obligation to maintain a positive and productive work environment, managers and supervisors are expected to immediately halt any harassment of which they become aware by emphasizing the Agency's Anti- Harassment Policy and, when necessary, by more direct disciplinary action. It is unlawful to retaliate against an employee for filing a complaint of harassment or for cooperating in an investigation of a complaint for harassment. Individuals who believe they have been subjected to harassment from either a co-worker or a supervisor should make it clear to the offender that such behavior is offensive to them. Any violation should be promptly reported to: • The Human Resources Department; or • Directly to the Chief Executive Officer: Chief Executive Officer 00 Xxxxxxx Xxxxxxx Northampton, MA 01060 (000) 000-0000 The Chief Executive Officer will immediately conduct a confidential investigation of any complaint, protecting the identity of the complaining party, witnesses, and the individual alleged to have violated the policy to the extent possible. A complaint made in good faith assures that the complainant shall be protected from any retaliatory action. If the complaint involves the Chief Executive Officer, the employee may directly contact either the Chair of the Personnel Committee of the Board of Directors or the Board President. Anyone found to have engaged in any type of harassment shall be subject to discipline, including warnings, written reprimands, unpaid suspensions, and/or immediate discharge. The state and federal agencies that oversee employment discrimination enforcement are: Massachusetts Commission Against Discrimination, Springfield Office Xxxxxx 000 Xxxxxx Xxxxxx, Suite 315 Springfield, MA 01103 (000) 000-0000 Equal Employment Opportunity Commission (EEOC) 0000 X Xxxxxx, XX WashingtonXxxxxxxxxx, DC 20507 XX 00000 (800) 669-EEOC Article 44: Personal Work No employee shall be required to perform personal services for the benefit of their supervisor or any other employee.EEOC

Anti-Harassment Policy. Xxxxxxxx Programs for Children and Families, Inc. is committed to courteous and considerate treatment of its employees at all times as an accepted standard of behavior. Consequently, the Agency is committed to a work environment that is free of tension caused by demeaning or harassing conduct including animosity engendered by inappropriate religious, racial, or sexual conduct or comments. This policy refers to, but is not limited to, harassment in the following areas: age, race, color, national origin, religion, gender, marital status, handicap/disability, gender identity, sexual orientation, and veteran status. Harassment includes display or circulation of written materials or pictures degrading to either gender or to racial, ethnic or religious groups; and verbal abuse or insults directed at or made in the presence of members of a racial, ethnic, or minority group. Sexual harassment shall mean sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature when: (a) submission to or rejection of such advances, requests, or conduct is made either explicitly or implicitly a term or condition of employment or as a basis for employment decisions; (b) such advances, requests, or conduct have the purpose or effect of unreasonably interfering with an individual's work performance by creating an intimidating, hostile, humiliating, or sexually offensive work environment. Harassment also refers to behavior that is personally offensive, impairs morale, and interferes with the work effectiveness of employees. Any harassment of employees by other employees will not be permitted, regardless of their working relationship. It is the obligation of each employee of the Agency to report any conduct which violates these standards, whether the employee is the victim or not, whether the perpetrator is a supervisor, manager, or staff member, and regardless of the sex of the perpetrator. In fulfilling their obligation to maintain a positive and productive work environment, managers and supervisors are expected to immediately halt any harassment of which they become aware by emphasizing the Agency's Anti- Harassment Policy and, when necessary, by more direct disciplinary action. It is unlawful to retaliate against an employee for filing a complaint of harassment or for cooperating in an investigation of a complaint for harassment. Individuals who believe they have been subjected to harassment from either After investigating, if it is found that an employee knowingly filed a co-worker or a supervisor should make it clear to the offender false allegation of harassment, that such behavior is offensive to them. Any violation should be promptly reported to: The Human Resources Department; or Directly to the Chief Executive Officer: Chief Executive Officer 00 Xxxxxxx Xxxxxxx Northampton, MA 01060 (000) 000-0000 The Chief Executive Officer will immediately conduct a confidential investigation of any complaint, protecting the identity of the complaining party, witnesses, and the individual alleged to have violated the policy to the extent possible. A complaint made in good faith assures that the complainant shall be protected from any retaliatory action. If the complaint involves the Chief Executive Officer, the employee may directly contact either the Chair of the Personnel Committee of the Board of Directors or the Board President. Anyone found to have engaged in any type of harassment shall be subject to disciplinedisciplinary action, up to and including warnings, written reprimands, unpaid suspensions, and/or immediate discharge. The state and federal agencies that oversee employment discrimination enforcement are: Massachusetts Commission Against Discrimination, Springfield Office 000 Xxxxxx Xxxxxx, Suite 315 Springfield, MA 01103 (000) 000-0000 Equal Employment Opportunity Commission (EEOC) 0000 X Xxxxxx, XX Washington, DC 20507 (800) 669-EEOC Article 44: Personal Work No employee shall be required to perform personal services for the benefit of their supervisor or any other employeetermination.