Common use of Respect and Dignity Clause in Contracts

Respect and Dignity. It is our policy to maintain a working environment free from offensive or degrading remarks or conduct. Such behavior is defined as inappropriate remarks about or conduct related to the employee’s race, color, creed, religion, national origin, sex, criminal record, marital status, disability, sexual orientation or age. Offensive behavior prohibited by this policy also includes requests to engage in illegal, immoral or unethical conduct, or retaliation against a person who makes a complaint. One specific kind of offensive behavior is sexual harassment. Sexual harassment, which can consist of a wide range of unwanted sexually directed behavior, is defined as: Unwelcome sexual advances, requests for sexual favors and other verbal or physical conduct of a sexual nature when; 1. Submission to such conduct is made either explicitly or implicitly a term or condition of an individual’s employment; 2. Submission to or rejection of such conduct by an individual is used as the basis for employment decisions affecting such individual; or 3. Such conduct has the purpose or result of unreasonably interfering with an individual’s work performance or creating an intimidating, hostile or offensive work environment. Any person who feels he or she is being subjected to offensive behavior should feel free to object to the behavior and should also report the behavior to his/her supervisor, his/her Administrator or the Vice President of Human Resources. It is not necessary for any employee who feels that he or she is the subject of offensive behavior to handle it himself/herself. If an employee feels harassed or offended by another employee, by a supervisory or management person, by a customer, vendor, or any other person whom he or she encounters in the course of employment, whether the opposite sex or same sex, and does not choose to deal with the problem directly, the employee should go directly to his/her supervisor, his/her Administrator or the Vice President of Human Resources. Further, any supervisor who receives an offensive behavior complaint or who has reason to believe offensive behavior is occurring shall report these concerns to one of the above-mentioned individuals. All allegations of offensive behavior will be investigated promptly, fairly and completely. The facts shall determine the response to each complaint. Depending upon the seriousness of the violation, remedial action may range from an apology, counseling, transfer, verbal or written warning, discharge warning or termination. Each situation will be handled as discreetly as possible. In the event that the offensive behavior reoccurs or if any retaliation results, the employee should immediately report it to his/her supervisor, his/her Administrator or the Vice President of Human Resources. Employees should understand that this policy applies to each and every member and employee of the Company, including all members of management, all full-time, part-time and temporary employees. No retaliation or intimidation directed toward anyone who makes a complaint will be tolerated.

Respect and Dignity. It is our policy to maintain a working environment free from offensive or degrading remarks or conduct. Such behavior is defined as inappropriate remarks about or conduct related to the employee’s race, color, creed, religion, national origin, sex, criminal record, marital status, disability, sexual orientation or age. Offensive behavior prohibited by this policy also includes requests to engage in illegal, immoral or unethical conduct, or retaliation against a person who makes a complaint. One specific kind of offensive behavior is sexual harassment. Sexual harassment, which can consist of a wide range of unwanted sexually directed behavior, is defined as: Unwelcome sexual advances, requests for sexual favors and other verbal or physical conduct of a sexual nature when; 1. Submission to such conduct is made either explicitly or implicitly a term or condition of an individual’s employment; 2. Submission to or rejection of such conduct by an individual is used as the basis for employment decisions affecting such individual; or 3. Such conduct has the purpose or result of unreasonably interfering with an individual’s work performance or creating an intimidating, hostile or offensive work environment. Any person who feels he or she is being subjected to offensive behavior should feel free to object to the behavior and should also report the behavior to his/her supervisor, his/her Administrator or the Vice President of Human Resources. It is not necessary for any employee who feels that he or she is the subject of offensive behavior to handle it himself/herself. If an employee feels harassed or offended by another employee, by a supervisory or management person, by a customer, vendor, or any other person whom he or she encounters in the course of employment, whether the opposite sex or same sex, and does not choose to deal with the problem directly, the employee should go directly to his/her supervisor, his/her Administrator or the Vice President of Human Resources. Further, any supervisor who receives an offensive behavior complaint or who has reason to believe offensive behavior is occurring shall report these concerns to one of the above-mentioned individuals. All allegations of offensive behavior will be investigated promptly, fairly and completely. The facts shall determine the response to each complaint. Depending upon the seriousness of the violation, remedial action may range from an apology, counseling, transfer, verbal or written warning, discharge warning or termination. Each situation will be handled as discreetly as possible. In the event that the offensive behavior reoccurs or if any retaliation results, the employee should immediately report it to his/her supervisor, his/her Administrator or the Vice President of Human Resources. Employees should understand that this policy applies to each and every member and employee of the Company, including all members of management, all full-time, part-time and temporary employees. No retaliation or intimidation directed toward anyone who makes a complaint will be tolerated.Human

Respect and Dignity. It is our policy to maintain a working environment free from offensive or degrading remarks or conduct. Such behavior is defined as inappropriate remarks about or conduct related to the employee’s race, color, creed, religion, national origin, sex, criminal record, marital status, disability, sexual orientation or age. Offensive behavior prohibited by this policy also includes requests to engage in illegal, immoral or unethical conduct, or retaliation against a person who makes a complaint. One specific kind of offensive behavior is sexual harassment. Sexual harassment, which can consist of a wide range of unwanted sexually directed behavior, is defined as: Unwelcome sexual advances, requests for sexual favors and other verbal or physical conduct of a sexual nature when;. 1. Submission to such conduct is made either explicitly or implicitly a term or condition of an individual’s employment; 2. Submission to or rejection of such conduct by an individual is used as the basis for employment decisions affecting such individual; or 3. Such conduct has the purpose or result of unreasonably interfering with an individual’s work performance or creating an intimidating, hostile or offensive work environment. Any person who feels he or she is being subjected to offensive behavior should feel free to object to the behavior and should also report the behavior to his/her their supervisor, his/her their Administrator or the Vice President of Human Resources. It is not necessary for any employee who feels that he or she is the subject of offensive behavior to handle it himself/herself. If an employee feels harassed or offended by another employee, by a supervisory or management person, by a customer, vendor, or any other person whom he or she encounters in the course of employment, whether the opposite sex or same sex, and does not choose to deal with the problem directly, the employee should go directly to his/her their supervisor, his/her their Administrator or the Vice President of Human Resources. Further, any supervisor who receives an offensive behavior complaint or who has reason to believe offensive behavior is occurring shall report these concerns to one of the above-mentioned individuals. All allegations of offensive behavior will be investigated promptly, fairly and completely. The facts shall determine the response to each complaint. Depending upon the seriousness of the violation, remedial action may range from an apology, counseling, transfer, verbal or written warning, discharge warning or termination. Each situation will be handled as discreetly as possible. In the event that the offensive behavior reoccurs or if any retaliation results, the employee should immediately report it to his/her their supervisor, his/her their Administrator or the Vice President of Human Resources. Employees should understand that this policy applies to each and every member and employee of the Company, including all members of management, all full-time, part-time and temporary employees. No retaliation or intimidation directed toward anyone who makes a complaint will be tolerated.