The Agency is committed to being an Employer of Choice with a productive work climate, free of harassment. Accordingly, harassment of any kind by management or co-workers at any level will not be tolerated. In addition, the Agency will protect employees, to the extent possible, from reported harassment in the workplace by non-employees.
The Management of Catholic Charities may revise this policy at any time without previous notice.
This policy applies to all employees.
POLICY & PROCEDURE
PROHIBITED FORMS OF HARASSMENT
Harassment is conduct which makes fun of, belittles or shows hostility or dislike to an individual because of his or her race, color, religion, gender, national origin, age, disability (or perceived disability), marital status, pregnancy, sexual orientation or veteran status, or any other status protected by applicable law, and which:
- Has the purpose or effect of creating an intimidating, hostile or offensive work environment.
- Has the purpose or effect of unreasonably interfering with another individual’s work performance; or otherwise adversely affects an individual’s employment opportunities.
Harassing conduct may include, but is not limited to, the following:
- Epithets, slurs, negative stereotyping, degrading comments, or threatening, intimidating or hostile acts (even if claimed to be “jokes” or “pranks” and even if not directed at a particular individual) which relate to race, color, religion, gender, national origin, age, disability (or perceived disability), pregnancy, marital status, sexual orientation, veteran status, or any other status protected by law.
- Written or graphic material (including, but not limited to, computer images) which makes fun of, belittles or shows hostility or dislike toward an individual or group because of race, color, religion, gender, national origin, age, disability (or perceived disability), pregnancy, marital status, sexual orientation, veteran status, or any other status protected by law which is displayed, shown or circulated in the workplace.
- Any harassment of Agency employees is a violation of this policy and is absolutely prohibited and will not be tolerated.
- Unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature constitute sexual harassment when:
- It is directly or indirectly implied that submission to such conduct is a requirement or condition of an individual’s employment
- It is directly or indirectly implied that submission or rejection of such conduct will have a bearing on employment decisions involving the individual
- Such conduct has the purpose or effect of unreasonably interfering with an individual’s work performance or creating an intimidating, hostile or offensive working environment.
For example, the following kinds of behavior, or others with a similar harassing effect, are absolutely prohibited:
- Abusing an employee through insulting or degrading sexual remarks, jokes, innuendoes, or other sexually oriented conduct, whether or not directed at a particular individual (including, among other things, graphic or descriptive comments relating to an individual’s body or physical appearance, sexually oriented teasing or pranks, improper suggestion, objects, pictures or computer images, or unwanted physical contact)
- Threats, demands or suggestions that an employee’s work status depends in any way upon tolerating or accepting sexual advances or sexually oriented conduct
Retaliation against employees for exercising their rights in good faith under this policy is also strictly prohibited and will not be tolerated. This would include retaliation against employees for inquiring about their rights, or making an honest report or complaint of a violation or possible violation, or for truthfully assisting in a complaint investigation.
The Agency does not and will not tolerate harassment. To make sure that our employees are not subject to harassment, any employee who is aware of any sort of harassment prohibited by this policy, whether because he/she was subjected to the harassment or because he/she witnessed it is required to report it. If you are not sure whether it is harassment, report it. Reporting harassment is not voluntary. The Agency requires all harassment to be reported. Failure to report harassment can result in corrective supervisory action, up to and including termination in the appropriate situation. If you report harassment in good faith the Agency will protect you from retaliation and your report will in no way affect your job or your career. The Agency makes this commitment because we must know about offending conduct before we can take responsive action.
Complaints or reporting may be made directly to the Human Resources department. It is not necessary to talk with anyone within your department before calling. If you choose, you may discuss the matter with your supervisor, coordinator or department director.
Complaints will be kept confidential to the greatest extent possible, given the need to conduct an adequate investigation. After initially determining the facts, an investigation will be conducted as promptly and confidentially as possible. Employees are expected to fully cooperate with an internal investigation. Failure to do so may result in disciplinary action up to and including termination. After an impartial investigation, if an employee has been found to have violated this policy, appropriate corrective supervisory action will be taken, including, but not limited to termination.