Defining Harassment

Harassment is a form of inappropriate conduct that undermines the integrity of the employment relationship, and which may amount to discrimination in violation of the law. Under this Policy, harassment means any unwelcomed and inappropriate conduct which has the purpose or effect of interfering with an employee’s job placement, performance, advancement, or any other term or condition of employment, or which has the purpose or effect of creating an intimidating, hostile or offensive work environment. Additionally, harassment via social media, email, and text messages is within the scope of prohibited conduct.

Examples of prohibited harassment include derogatory comments, slurs, epithets, inappropriate jokes, innuendoes, negative stereotyping, cartoons, pranks, display in the workplace of offensive materials, or other physical, verbal, or visual conduct that is based on an employee’s sex, race, color, creed, religion, ethnicity, national origin, age, disability, citizenship, veteran’s status, sexual orientation, gender/identity, marital status or other legally protected characteristic. This includes a harassing post on any form of social media platform including an employee’s private Facebook page or LinkedIn account.

Defining Sexual Harassment

Sexual harassment does not mean occasional compliments of a socially acceptable nature. Rather, it refers to unwelcome, deliberate or repeated unsolicited sexual advances, requests for sexual favors and other behavior of a sexual nature that has the purpose or effect of interfering with an applicant’s or employee’s job placement, performance or advancement or any other term or condition of employment, or creating an intimidating, hostile or offensive work environment.

Even conduct that is intended to be “innocent” may still constitute sexual harassment if the recipient of that conduct reasonably perceives it to be otherwise. Resilience, Inc will not condone, under any circumstances, sexual harassment by or toward any member of its management team, its company officers, or any other employee or customers or suppliers.

Examples of behavior which may constitute a violation of this policy include, but are not limited to: Unwelcome, deliberate, or repeated unsolicited verbal comments, jokes, epithets, slurs, or stories of a sexual nature, offensive physical contact, gestures, assault, or any physical interference with work or movement. Offensive graphic communications such as photographs, cartoons, posters, documents (including letters, poems, etc.) and drawings. Implicit or explicit unwelcome sexual advances, requests for sexual favors or repeated unwelcome expressions of sexual interest. Downloading, copying, viewing, discussing, or circulating adult content other than as required to perform job duties. Making derogatory comments of a sexual or gender-based nature, or posting sexual images or pictures in the workplace. Such conduct is specifically prohibited by Resilience, Inc, even if it does not rise to the level of illegal sexual harassment under the law.

Harassment does not require intent to offend. Thus, inappropriate conduct or language meant as a joke, a prank, or even a compliment can lead to or contribute to harassment. This policy is not meant to interfere with or discourage friendships among employees. However, employees must be sensitive to acts or conduct which may be considered offensive by other employees and must refrain from engaging in such conduct.

Resilience, Inc prohibits harassment by and toward visitors, customers, business affiliates, contractors, suppliers, temporary workers, co-workers, and management. Any harassment is unacceptable in the workplace or in any other setting where business is conducted or which could reasonably affect the work environment, such as business trips, client sites, and business social events.

Reporting Procedure

All complaints of discrimination or harassment will be investigated promptly and impartially, and you are required to cooperate in any investigation. If you believe you are being harassed or if you observe someone else being harassed, you must notify the director of human resources or the executive director. Notification may be in-person, by telephone, or in writing. If you feel your concern is not addressed, you may also notify any officer of Resilience, Inc, including the Board of Directors; A list of the board of directors and contact information can be found on the Resilience, Inc website. They will take the appropriate steps to ensure that an appropriate investigation is conducted, and any necessary corrective action is taken which may include a verbal or written warning, suspension, demotion, or termination of employment. All information will be kept confidential to the extent possible and to the extent consistent with Resilience, Inc’s need to investigate.

Retaliation against an employee or co-worker because he/she/they has made a complaint of harassment, has cooperated with the investigation of a complaint, or has failed to respond to sexual advances is a violation of Resilience, Inc’s policy and is strictly prohibited.

Examples of conduct that may constitute improper retaliation include, but are not limited to, treating the employee who has made a complaint of harassment differently or otherwise acting against that employee because they have made a complaint.

Retaliation is prohibited even in the case where an underlying complaint has no merit. If you believe you have been subjected to harassment or retaliation in violation of this policy, or if you observe that another employee has been subjected to such retaliation or harassment, you are expected and required to report the matter immediately by using the reporting procedure above.

Acknowledgment – All Resilience, Inc employees and volunteers are required to read, understand, and comply with our Discrimination and Harassment Policies & Procedures. Acknowledgment of these policies is introduced during our onboarding process and reviewed on an annual basis.