The company believes that all employees should be able to work in an atmosphere free from all forms of harassment. Therefore, it is our policy to prohibit all types of harassment, including, but not limited to harassment based on: sex, race, color, religion, national origin, age, or disability. This policy extends to each and every level of our operations. Accordingly, harassment, whether by a fellow employee, a client, a guest, or a member of management, will not be tolerated. Activities of this nature are unlawful and serve no legitimate purpose; they have a disruptive effect on your ability to perform your job and they undermine the integrity of the employment relationship.
Harassment is verbal or physical conduct relating to an individual’s sex, race, color, religion, national origin, age or disability when this conduct: (a) has the purpose or effect of creating an intimidating, hostile or offensive working environment; (b) has the purpose or effect of unreasonably interfering with an individual’s work performance; or (c) otherwise adversely affects an individual’s employment opportunities.
Some examples of conduct that may constitute prohibited harassment include: slurs, jokes, cartoons, stereotypes, statements, etc. based upon sex, race, color, religion, national origin, age or disability.
If an employee becomes aware of harassing conduct engaged in or suffered by a PACER STAFFING INC. employee, regardless of whether such harassment directly affects that employee, the employee should immediately report that information, preferably in writing to the Vice President of the PACER STAFFING INC.
Although isolated incidents of harassment generally do not violate federal law, a pattern of such incidents may be unlawful. Therefore, employees are strongly encouraged to report any harassing conduct so that PACER STAFFING INC. can stop harassment before it becomes severe or pervasive.
The Company will protect the confidentiality of any harassment allegations to the extent possible while conducting an investigation. The Company cannot conduct an effective investigation without revealing certain information to the alleged harasser and potential witnesses. However, information and records relating to harassment complaints will be shared on a “need to know” basis only.
Whenever the Company is aware of a situation which may violate this policy, the Company will conduct an immediate, thorough and objective investigation of any harassment claims. If the Company determines that prohibited harassment has occurred, it will take appropriate disciplinary action against the person found to have engaged in prohibited harassment. A determination regarding the harassment alleged will be made and communicated to the person claiming harassment as soon as practical under the circumstances. The type of discipline administered will depend upon the severity of the conduct, as well as any other factors prevented in the particular circumstances. Employees violating the policy, however, are subject to discipline up to and including termination.
The workplace is for work. Conduct that is not part of or directly related to work should be left outside the workplace. Sexual harassment of employees in the workplace is unacceptable and will not be tolerated by PACER STAFFING INC.
Sexual harassment is defined as “unwelcome sexual advances, requests for sexual favors and other verbal or physical conduct of a sexual nature.” Sexual harassment may include such actions as: sex oriented verbal “kidding”, “teasing” or jokes; subtle pressure for sexual activity; physical contact such as patting, pinching or brushing against another’s body; or demands for sexual favors.
One key element to harassment is the unwelcomeness of the conduct. Conduct which is unrelated to the business of PACER STAFFING INC. and which is offensive to other employees should not take place at PACER STAFFING INC. If there are complaints about offensive conduct and the conduct is not necessary or related to the business of PACER STAFFING INC., the person engaging in the conduct should politely but firmly be admonished not to continue such conduct.
Conduct of this type is improper if: (a) submission to the conduct is either an explicit or implicit term or condition of employment; (b) submission to or rejection of the conduct is used as a basis for employment decisions affecting the person involved; or (c) the conduct has the purpose or effect of substantially interfering with an individual’s work performance or environment.
If you feel that you have been subjected to sexual harassment, you must notify the Executive Vice President. Your complaint will be immediately investigated to determine whether it is justified. If the complaint is found not to be valid, all involved parties will be notified. If the complaint is found to have merit, corrective action will be implemented.
All inquiries will be held in the utmost confidence but the matter will be investigated and dealt with expeditiously.