Sexual Harassment Policy
Ostratto’s position is that sexual harassment is a form of misconduct that undermines the integrity of the employment relationship. All employees have the right to work in an environment free from all forms of discrimination and conduct which can be considered harassing, coercive, or disruptive, including sexual harassment. Anyone engaging in harassing conduct will be subject to discipline, ranging from a warning to termination.
What is sexual harassment?
Sexual harassment is defined as any unwanted physical, verbal or visual sexual advances, requests for sexual favors, and other sexually oriented conduct which is offensive or objectionable to the recipient, including, but not limited to: epithets, derogatory or suggestive comments, slurs or gestures and offensive posters, cartoons, pictures, or drawings.
When is conduct unwelcome or harassing? Unwelcome sexual advances (either verbal or physical), requests for favors and other verbal or physical conduct of a sexual nature constitute sexual harassment when:
- Submission to such conduct is either an explicit or implicit term or condition of employment (e.g., promotion, training, timekeeping or overtime assignments).
- Submission to or rejection of the conduct is used as a basis for making employment decisions (hiring, promotion, termination).
- The conduct has the purpose or effect of interfering with an individual's work performance or creating an intimidating, hostile, or offensive work environment.
What is not sexual harassment?
Sexual harassment does not refer to occasional compliments of a socially acceptable nature. It refers to behavior that is not welcome, that is personally offensive, that debilitates morale, and that, therefore, interferes with work effectiveness.
What should you do if you are sexually harassed?
If you feel that you have been the recipient of sexually harassing behavior, report it immediately to Ostratto management. It is preferable to make a complaint in writing, but you can accompany or follow up your written complaint with a verbal complaint.
If your supervisor is the source of the harassing conduct, report the behavior to that person’s supervisor or to a senior representative of Ostratto.
Your identity will be protected and you will not be retaliated against for making a complaint.
What happens after a complaint is made? Within 5 of days after a written complaint is made, a supervisor, or other person designated by the business, will investigate the complaint. The person will speak with possible witnesses and will speak with the person named in your complaint. Your anonymity will be protected to the extent possible.
Depending on the complexity of the investigation, you should be contacted within 2 weeks about the status of your complaint and whether action is being taken.
