Harassmento Harassment is any annoying, persistent act or actions that singles out an associate to that associate’s objection or detriment, because of race, sex, age, religion, ancestry, national origin, physical handicap, mental condition, or marital status.o The harassment of any associate is contrary to this policy and may be considered a violation of federal law and will be considered justification for disciplinary or other appropriate action.o This applies to all associates, supervisors, agents, and non- associates who have contact with associates during working hours.
Harassment includes:o Verbal abuse or ridicule. This includes derogatory comments, slurs or unwanted sexual advances, invitations, or comments.o Interference with an associate’s work. This includes physical contact such as assault, blocking normal movement, or interference with work directed at an individual because of his/her sex or other protected status.o Displaying or distributing sexually offensive, racist or derogatory materials. This includes derogatory posters, cartoons, drawings or gestures.
Harassmento Discriminating against any associate in work assignments or job-related training.o Intimate physical contact.o Making sexual or racial innuendoes.o Demanding favors (sexual or otherwise), explicitly or implicitly, as a condition of employment, promotion, transfer or any other term or condition of employment.o Retaliation for having reported harassment.
Reportingo All associates ensure that his or her conduct does not include or imply harassment in any form.o If, however, harassment or suspected harassment has or is taking place, the following applies:o Report any harassment or suspected harassment to the person’s supervisor. If the harassment involves the supervisor, report the harassment to the Human Resource Director. A written statement is required setting forth all pertinent facts.o The supervisor reports knowledge of harassment promptly to the Human Resource Director.
Reportingo Each complaint is investigated by the Human Resource Director and a determination of the facts are made on a case-by-case basis.o The results of the investigation are kept confidential and provided only to those associates of the Medical Center on a need-to-know basis.o The investigative files, including the complaint, are maintained by the Human Resources. Any disciplinary action taken is documented in the associate’s personnel file.o The Medical Center does not tolerate harassment or any form of retaliation against an associate who has either instigated or cooperated in an investigation of alleged harassment. Violation of this provision may result in discharge.