Anti-Harassment & Anti-Discrimination Policy
Hop & Stuff Inc. hereinafter referred to as “the Company”, is committed to providing a workplace free from discrimination, harassment and retaliation. Note that “workplace” is not limited to a physical location an employee is assigned to perform his or her duties. But rather, such prohibited actions extend to conduct that occurs remotely via electronic means.
The conduct outlined in this policy is prohibited in the workplace (including places of remote or virtual work), at work-related functions or outside of work if it affects employees in the workplace. This policy applies to all company employees, clients, customers, guests, vendors and persons with whom the company does business.
All employees must ensure they understand this policy and their obligations. Whether an employee’s conduct violates this policy will be based on how an employee’s conduct is received and whether a reasonable person would find the conduct to be in violation of the policy.
Our Anti-Harassment & Anti-Discrimination Policy expresses our commitment to maintain a workplace that’s free of harassment, so our employees, clients, customers, guests, vendors and persons with whom the company does business with can feel safe and happy. We will not tolerate anyone intimidating, humiliating or sabotaging others in our workplace. We also prohibit willful discrimination based on race, color, religion, sex (including pregnancy), national origin, age, disability, or genetic information and other characteristics protected under state, provincial, federal and local laws.
Defining Harassment in the Workplace
Harassment is defined as unwelcome conduct that is based on race, color, religion, sex, national origin, age, disability or genetic information. Common behaviors include bullying, intimidation, direct insults, malicious gossip and victimization. The victim does not have to be the person harassed, but can be anyone who is affected by the offensive conduct. Here are some instances that we consider harassment. Please note this list is not exhaustive but meant to illustrate some general examples:
- Sabotaging someone’s work on purpose or interfering with work performance.
- Commenting derogatorily on a person’s ethnic heritage or religious beliefs.
- Use of slurs, epithets or name-calling.
- Starting or spreading rumors about someone's personal life.
- Ridiculing someone in front of others or singling them out to perform tasks unrelated to their job against their will.
- Comment on someone’s looks, dress, sexuality or gender in a derogatory or objectifying manner or a manner that makes them uncomfortable.
- Make obscene comments, jokes or gestures that humiliate or offend someone.
- Physical assaults or threats, intimidation, ridicule or mockery, insults or put-downs
- Engaging in frequent or unwanted advances of any nature.
- Invade another person’s personal space (e.g. inappropriate touching.)
- Stalk, intimidate, coerce, insinuate or threaten another person to get them to engage in sexual acts or favors.
- Send or display sexually explicit objects, images or messages.
Please note: Appropriate performance reviews, counseling or discipline by your manager do not constitute harassment.
Reporting an incident
If you feel that you are being harassed or experiencing discrimination, you should take the following steps:
- If you suspect that an offender doesn’t realize they are guilty of harassment, talking to them directly may resolve the issue. If you feel comfortable enough to do so, tell the harasser that their actions are not welcome and that they must stop. This tactic is only appropriate for cases of minor harassment. Avoid using this approach with customers or stakeholders.
- Report the incident immediately to your manager
- Report any additional incidents or retaliation that may occur to your manager
- Report incidents to Zoë (email@example.com)
All reports will be investigated immediately and thoroughly. Complaints and actions taken to resolve complaints will be handled as confidentially as possible. Appropriate actions will be taken to stop and remedy such conduct, including interim measures during a period of investigation. Retaliating or discriminating against an employee who reports a suspected incident of harassment or who cooperates in an investigation is prohibited. Employees who violate this policy or retaliate against an employee in any way will be subject to disciplinary action, up to and including termination.