Policy Against Harassment
We do not tolerate unlawful harassment of any of our team members, clients, vendors, suppliers, or independent contractors. Any form of harassment which violates federal, state, or local law, including but not limited to harassment related to an individual's race, religion, color, sex, sexual orientation, national origin, ancestry, citizenship status, uniformed service member status, marital status, pregnancy, age, medical condition (cancer-related or HIV/AIDS-related), or disability is a violation of this policy and will be treated as a disciplinary matter. For these purposes the term harassment, includes slurs and any other offensive remarks, jokes, other verbal, graphic, or physical conduct.
In addition to the above listed conduct, sexual harassment can also include the following examples of unacceptable behavior:
- Unwanted sexual advances
- Offering an employment benefit (such as a raise or promotion or assistance with one’s career) in exchange for sexual favors, or threatening an employment detriment (such as termination, demotion, or disciplinary action) for an employee’s failure to engage in sexual activity
- Visual conduct, such as leering, making sexual gestures, displaying of sexually suggestive objects or pictures, cartoons, or posters
- Verbal sexual advances, propositions, or requests
- Verbal abuse of a sexual nature, graphic verbal commentaries about an individual's body, sexually degrading words used to describe an individual, suggestive or obscene letters, notes, or invitations
- Physical conduct, such as touching, assault, or impeding or blocking movements
If you have any questions about what constitutes harassing behavior, ask Jack or Jill.
Violation of this policy will subject a team member to disciplinary action, up to and including immediate discharge.
If you believe that you are being harassed by another team member, you should immediately notify Jack or Jill. You may be assured that you will not be penalized in any way for reporting a harassment problem.
All complaints of unlawful harassment which are reported to management will be investigated as promptly as possible and corrective action will be taken where warranted. Sterling prohibits team members from hindering our own internal investigations and our internal complaint procedure. All complaints of unlawful harassment which are reported to management will be treated with as much confidentiality as possible, consistent with the need to conduct an adequate investigation.
Harassment of team members in connection with their work by nonemployees may also be a violation of this policy. Any team member who experiences harassment by a nonemployee or who observes harassment of a team member by a nonemployee should report such harassment to Jack or Jill. Appropriate action will be taken against violation of this policy by any nonemployee.
Harassment of our clients, or employees of our clients, vendors, suppliers, or independent contractors, by our employees is also strictly prohibited. Such harassment includes sexual advances, verbal or physical conduct of a sexual nature, sexual comments, and gender-based insults. Any such harassment will subject an employee to disciplinary action, up to and including immediate discharge.
Your notification of the problem is essential to us. We cannot help resolve a harassment problem unless we know about it. Therefore, it is your responsibility to bring those kinds of problems to our attention so that we can take whatever steps are necessary to correct the problem.
If management finds that a team member has violated our Sterling policy, appropriate disciplinary action will be taken up to and including termination.