POLICY - Systems Unlimited, Inc.

POLICY PG.11
SECTION: Personnel—General
SUBJECT: Harassment—Sexual & Other Forms
MISSION: Systems Unlimited offers personalized services
within local communities which help people improve and
maintain the quality of their life.
APPROVAL DATE :1990
REVISION / REVIEW DATES: 8/92, 10/98, 12/99, 11/03,
1/10, 5/12
I. PURPOSE & LEGAL DEFINITIONS
All employees have the right to work in an environment free from all forms of discrimination
and conduct which can be considered harassing, intimidating, or coercive, including sexual
harassment; this policy provides the establishment of procedures designed to achieve these goals.
Any employee who engages in harassment on the basis of race, color, creed, religion, national
origin, sex, sexual orientation, sexual identity, marital status, status with regards to public
assistance, disability, age or other protected class; who permits employees under his/her
supervision to engage in such harassment; or who retaliates or permits retaliation against an
employee who reports such harassment will be subject to disciplinary action, up to and including
termination.
Sexual harassment is a form of misconduct that undermines the integrity of the employment
relationship. No employee--either male or female--should be subjected to unsolicited and
unwelcome sexual overtures or conduct, either verbal or physical. Sexual harassment is
prohibited and includes any unwelcome sexual advance, requests for sexual favor and other
verbal or physical conduct of a sexual nature when:
Submission to such conduct is made, either explicitly or implicitly, as a term or condition of
employment;
Submission to or rejection of such conduct is used as a factor in any employment decision
affecting any individual; or
Such conduct has the purpose or effect of unreasonably interfering with any employee’s
work performance or creating an intimidating, hostile or offensive working environment.
Sexual harassment and other forms of discriminatory harassment that occur off-duty and offpremises
but affect the work environment are also prohibited and may result in disciplinary
action, up to and including termination.
II.
MANAGEMENT RESPONSIBILITY
Sexual harassment and other forms of discriminatory harassment, whether committed by
supervisory or non-supervisory personnel, are specifically prohibited and violate this agency
policy. Supervisory personnel must promptly take action, per this policy, on any complaint from
an employee concerning harassment. It is the responsibility of all supervisors to stay alert to
evidence of harassment and immediately report any concerns or complaints to the Human
Resources Department. Management personnel must assure that all supervisors are aware of the
policy and their responsibilities in implementing this policy.
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III.
POLICY IMPLEMENTATION
A. It is the responsibility of all Supervisors to make sure that their facilities and/or organizations
are in full compliance with this Policy.
B. Employees who believe they have experienced harassment should go directly to Step 3 of the
Employee Complaint Procedure, PG.02.02. Step 3 is bringing the complaint to the attention
of the Program Director. If you believe the Program Director of your division to be the
source of or party to the harassment or if the Program Director is not available, talk to any
other member of Management Team or the Human Resources Department.
(OR)
In addition, the concern may be called in to the Employee Action Line, Voice Mail Box 123,
if the employee does not feel comfortable going to a supervisor. Calls to this number will
come to the attention of upper management for immediate investigation. The calls will
receive prompt attention. It is very important that the calls provide enough information for
an investigation to commence, such as the name of the person who is creating the concern,
when and how the concern occurred.
C. It is the responsibility of the Director of Human Resources, the Executive Director or a
designee to: provide guidance; promptly investigate possible harassment; and recommend
appropriate action. All complaints will be promptly and thoroughly investigated in as
confidential and discreet a manner as possible.
IV.
RESPONDING TO A COMPLAINT
A. MANAGEMENT
Upon receiving notice of a complaint, whether from the Hot Line, personal report, or
otherwise, the Director of Human Resources, the Executive Director, or a designee, will
assess the situation and conduct an investigation following the procedures outlined in
PG.02.02.
B. HUMAN RESOURCES DEPARTMENT
The Human Resources Department will assist with the investigation. The agency will
investigate and attempt to resolve all complaints promptly.
C. NON-RETALIATION
This policy applies to every employee of Systems Unlimited, Inc., including supervisors.
No retaliation or intimidation directed towards anyone who makes a complaint in good
faith will be tolerated. Retaliation against an employee for registering a discrimination
or harassment complaint, or retaliation against an employee who assists with an
investigation, is in itself a form of discrimination and likewise is prohibited and may
result in disciplinary action up to, and including termination.
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