ZERO TOLERANCE HARASSMENT POLICY

 

INSTRUCTIONS | READ AND SIGN

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Coffee Mania is committed in all areas to providing a work environment that is safe and free from harassment. Harassment based upon an individual's gender, gender preference, race, ethnicity, national origin, age, religion or any other personal characteristics will not be tolerated. All employees, including supervisors and other management personnel are expected and required to abide by this policy. No person will be adversely affected in employment with the employer as a result of bringing complaints of harassment. Harassment is not just uncool, its unlawful.

Sexual harassment is behavior of a sexual nature that is unwelcome and offensive to the person or persons it is targeted toward. Examples of harassing behavior may include unwanted physical contact, foul language of an offensive sexual nature, sexual propositions, sexual jokes or remarks, obscene gestures, and displays of pornographic or sexually explicit pictures, drawings, or caricatures. Use of the employer's computer system for the purpose of viewing, displaying, or disseminating material that is sexual in nature may also constitute harassing behavior. Again, harassment of any kind is not just uncool, its unlawful.

If an employee feels that they have been harassed on the basis of their sex, race, gender, gender preference, national origin, ethic background, or any other personal characteristics, they should immediately report the matter to their supervisor. If that person is not available, or if the employee feels it would be unproductive to inform that person, the employee should immediately contact that supervisor's superior or the companies owner(s). Once the matter has been reported it will be promptly investigated and any necessary corrective action will be taken where appropriate. All complaints of unlawful harassment will be handled in as discreet and confidential a manner as is possible under the circumstances.

Any employee engaging in improper harassing behavior will be subject to disciplinary action, including the possible termination of employment.