Orientation | Discrimination and Harrassment

State and federal law prohibit discrimination based upon race, color, religion, sex, national origin, disability, and age in all employment practices. Harassment of an employee on the basis of any of the above criteria also violates these laws.

Industrial Security strongly disapproves of offensive or inappropriate behavior at work and is committed to maintaining a work environment that is free of unlawful discrimination and harassment. Industrial Security will neither condone nor tolerate any acts of discrimination and harassment, including sexual harassment, either by employees, visitors, customers, or vendors.

Prompt appropriate corrective action will be taken if any of these persons are found to have engaged in unlawful discrimination or harassment.

All unlawful discrimination and harassment is prohibited. Sexual harassment is a type of discrimination that is frequently misunderstood, and, therefore, Industrial Security believes that it is appropriate to define it in greater detail. The type of conduct which could be viewed as sexual harassment includes:

1) unwelcome sexual advances;

2) request for sexual acts or favors or demanding or proposing sexual favors in return for promotion, better pay, getting or keeping a job, or any other benefit; or

3) other verbal comments or physical conduct of a sexual nature or based upon the gender of another person, including crude, off-color jokes, sexually explicit or demeaning photographs or drawings, foul or obscene language or gestures of a sexual nature, and unwelcome physical contact, such as fondling, pinching, rubbing, or touching another person’s body.

Not all verbal or physical conduct of a sexual nature is necessarily sexual harassment. But unwelcome sexual conduct or sexual comments could create an offensive and hostile environment and is unacceptable in the workplace. Industrial Security will not tolerate conduct that creates a hostile place to work through unwelcome sexual advances, off-color jokes or other offensive and unwelcome conduct based upon gender. All employees must avoid any conduct or communications which could be viewed as sexual harassment.

When an employee who was once involved in a consensual sexual relationship no longer “consents” to the relationship, conduct or advances which had previously been welcome may become unwelcome. These unwelcome advances may constitute harassment in violation of the policy.

Employees must immediately report problems with former consensual partners if it is affecting their work environment, just like any other unwelcome advances, comments or behavior.