Harassment and Discrimination Policy

SAMPLE

Credit Union will not tolerate harassment and/or discrimination based upon sex, race, age, genetic information, national origin, marital status, religion, physical or mental impairments, and/or membership in the uniformed services. This policy addresses sexual harassment, but may be used for all complaints of harassment and/or discrimination. Note: This policy should be reviewed to ensure it is in compliance with state law. For example, some states sexual orientation and sexual identity, which is not protected by federal law.

Sexual Harassment: Prohibited Conduct: Conduct of a sexual or non-sexual nature which is unwelcome and/or unwanted, whether verbal or physical, is sexual harassment when:

• submission to or rejection of this conduct is or is not used as a factor in decisions affecting hiring, evaluation, promotion or other aspects of employment; or
   
• the conduct creates an intimidating, hostile or offensive work environment.

Sexual harassment may exist between those of the opposite or same sex and includes conduct which is not sexual in nature. This policy applies to conduct engaged in by employees, supervisors, Board of Directors, vendors, coworkers and/or members. Conduct prohibited by this policy is unacceptable in the workplace and in any work-related setting, such as during business trips, business meetings, and business related social events.

Some examples of inappropriate conduct may include but are not limited to the following:

• inappropriate comments made about an employee’s body;
   
• comments or questions about another's sex life;
   
• off-color jokes in the presence of persons who are offended by them;
   
• inappropriate or offensive comments, conduct, language or gestures;
   
• demanding and/or requesting unwanted sexual relations;
   
• touching or grabbing an employee;
   
• display of sexual photographs, objects, drawings, etc.;
   
• leering or looking at another in an inappropriate manner;
   
• requests for dates after the person asked expresses a desire not to be asked;
   
• sending, receiving or distributing inappropriate e-mails, voicemails, text messages and/or accessing inappropriate websites; and/or
   
• making or recommending employment decisions on the basis of an employee's acceptance to, objection to, reporting of, or providing information for any investigation under this policy.

Procedure for Complaints of Inappropriate Conduct, Harassment or Discrimination

The following procedure has been adopted for dealing with complaints of inappropriate conduct, harassment or discrimination:

• An incident which may be a violation of this policy should be promptly reported to a supervisor. If the complaint involves the supervisor, the complaint should be brought to the attention of the ____________. If the employee does not feel comfortable reporting to either the supervisor or the ___________ s/he may report to the ___________________________.
   
• The ____________ will conduct an investigation based on the allegations. In the event the complaint involves the ______________, the Supervisory Committee will conduct the investigation. Records of the investigation are kept confidential. The number and extent of the interviews depends on the nature of the complaint and circumstances presented. To the extent possible, confidentiality will be preserved and limited to those individuals who have a need to know of the complaint and/or investigation. Following the investigation, follow up and monitoring, when appropriate, will be conducted.
   
• Upon the conclusion of the investigation, the ______________ will issue a decision, which may be in writing.
   
• Either party may request further consideration of the decision by the ________________ within 7 days of receipt of the decision. The decision of the _______________ of the _____________ is final.

INDIVIDUALS WHO VIOLATE THIS POLICY WILL BE SUBJECT TO DISCIPLINARY ACTION, UP TO AND INCLUDING TERMINATION. CREDIT UNION RESERVES THE RIGHT TO DISCIPLINE BASED UPON THE SEVERITY OF THE INFRACTION. AN EMPLOYEE’S JOB STATUS, SECURITY OR WORKING CONDITIONS WILL NOT BE JEOPARDIZED BECAUSE AN EMPLOYEE UTILIZES THE PROCEDURES FOR REPORTING ANY TYPE OF INAPPROPRIATE CONDUCT, HARASSMENT OR DISCRIMINATION, OR ASSISTS AND COOPERATES IN AN INVESTIGATION.