Toledo Streets Newspaper Harassment Policy
EQUAL EMPLOYMENT OPPORTUNITY
Toledo Streets Workforce Development Corporation (dba Toledo Streets Newspaper) is dedicated to providing equal employment opportunities to all employees and applicants for employment without regard to race, color, religion, sex, ancestry, national origin, citizenship status, age, pregnancy, disability, genetic information or condition, sexual orientation, gender identity or expression, military status or status as a veteran, in accordance with applicable laws. In addition, we comply with applicable state and local laws governing nondiscrimination in employment. This policy applies to all terms and conditions of employment, including, but not limited to, hiring, placement, promotion, termination, layoff, recall, transfer, leaves of absence, compensation, benefits, and training. We value a diverse workforce. Any employee who believes they have been discriminated against may discuss this with their supervisor or any member of management.
All Forms of Harassment are Prohibited
Toledo Streets Workforce Development Corporation values a professional environment where each employee is treated with respect and dignity. Toledo Streets expressly prohibits any form of harassment based on sex (with or without sexual conduct), race, color, religion, pregnancy, national origin, citizenship status, ancestry, age, disability, genetic information or condition, sexual orientation, gender identity or expression, military status or status as a veteran, protected activity and same-sex harassment.
Toledo Streets also recognizes that employees with life-threatening illnesses, including cancer, heart disease, and those employees living with HIV and AIDS, may wish to continue their normal pursuits, including work. As long as these employees can meet performance criteria and their conditions do not pose a threat to themselves or to others, they will be treated consistently with other employees. Any employee refusing to work with an employee with a disability or a disease, after receiving information concerning the disability or disease, may be subject to discipline, including termination. Harassment of employees with disabilities or with diseases is prohibited.
In order to create a productive work environment free of bias, it is our policy that conduct which harasses, disrupts or interferes with an employee’s work performance, or which creates an intimidating, offensive or hostile work environment, is prohibited. It is important to remember that even humor, when interpreted by another as offensive, may constitute a form of harassment. Any employee found to have engaged in harassment will be subject to appropriate discipline, up to and including termination. This policy applies to workplace conduct, conduct at Toledo Streets functions or while on Toledo Streets business, content on the web, internet, or social networking sites, and to employees and Board members at all levels and positions within Toledo Streets.
It is impossible to list all behaviors that could constitute sexual harassment. Generally, sexual harassment is unwelcome behavior (which may or may not include sexual conduct). Both males and females can be victims of sexual harassment by persons of the same or different gender.
Prohibited behaviors that may constitute sexual harassment include, but are not limited to:
A. Unwelcome sexual advances, requests for sexual favors, and all other conduct of a sexual or otherwise offensive nature, especially where (1) submission to such conduct is made either explicitly or implicitly a term or condition of employment, (2) submission to or rejection of such conduct is used or threatened to be used as the basis for decisions affecting an individual’s employment, or (3) such conduct has the purpose or effect of unreasonably interfering with an individual’s work performance or creating an intimidating, hostile or offensive working environment.
B. Verbal abuse, offensive gestures or leering, sexually degrading words, offensive comments, jokes, innuendos, sexual content added to work-related conversations, and other sexually oriented statements.
C. Graphic, degrading, condescending, or suggestive comments about an individual’s body.
D. Unwanted flirtations, propositions, or physical contact or any threats of undesired contact. Repeated invitations when the recipient has indicated that they are not interested.
E. Improper questions about an employee’s private life.
F. Circulating, displaying, downloading, viewing or disseminating material (electronically or otherwise) which ridicules a gender or is obscene, inappropriate, offensive, degrading, sexually suggestive or explicit, regardless of whether it is directed at specific individuals.
G. Retaliation against an employee for truthfully complaining about or reporting prohibited behaviors.
Harassment on the Basis of Race or Color
It is impossible to list all behaviors that could constitute harassment on the basis of race or color. Employees can be victims of harassment by members of the same or a different race.
Prohibited behaviors that may constitute race or color harassment include, but are not limited to:
A. Verbal abuse, offensive gestures, comments, jokes or comments about a person’s skin color.
B. Policies that discriminate on the basis of natural hair types, styles or head wraps commonly associated with race or culture.
C. Use of a racially derogatory or threatening term (such as the “n” word), gesture (such as slanting eyes) or symbol (such as a noose or a burning cross).
D. A favorable reference to the Ku Klux Klan.
E. Statements reflecting racial stereotyping or bias, including a racial comparison to an animal.
F. Depriving an employee of an employment opportunity by limiting, segregating or classifying the employee on the basis of race or color.
G. Circulating, displaying, downloading, viewing or disseminating material (electronically or otherwise) which ridicules people of a certain race or color, regardless of whether it is directed at specific individuals.
H. Retaliation against an employee for truthfully complaining about or reporting prohibited behaviors.
Harassment Complaint Procedure
Employees and Board members are expected to refrain from any conduct which may be construed as harassment. If you experience or observe any harassment by employees, Board members, clients, or other third parties based on sex, race, or any other factor, or if you believe that you have been treated in an unlawful, discriminatory manner, it is your duty to promptly report the incident to your supervisor. You are not required to complain first to the person who offended you. If for any reason you are not comfortable reporting the incident to your supervisor, or if you are not satisfied with the response, then you should bring the situation to the attention of the Governance Committee. Your complaint will be kept confidential to the extent possible, as determined by Toledo Streets. While your initial complaint may be made verbally, Toledo Streets may request a written statement to facilitate the investigation of your complaint. All employees and volunteers are expected to cooperate in investigations of harassment complaints by providing truthful information in response to any inquiry.
Toledo Streets will investigate any claims of harassment or retaliation promptly, impartially, thoroughly and, to the extent possible, confidentially. The manner and extent of investigation is at the discretion of Toledo Streets as it deems necessary. However, if an employee is not satisfied with the way a complaint or investigation is handled, they must bring this to the attention of the Governance Committee. In some situations, it may not be possible to determine whether harassment has occurred. In all cases, the employee making the complaint will be advised when an investigation has been concluded.
Toledo Streets prohibits any form of retaliation against any employee for filing a complaint under this policy, for participating as a witness or for assisting in a complaint investigation in any manner. Retaliation includes unwarranted discipline, unfavorable work assignments or reassignments, providing inaccurate work information, or refusing to cooperate or discuss work-related matters because of an employee’s complaint, cooperation with or participation in an investigation of an allegation of harassment or discrimination. Retaliation may result in disciplinary action, up to and including termination. Toledo Streets will investigate any claim of retaliation promptly, impartially, thoroughly and, to the extent possible, confidentially. The manner and extent of the investigation is at the discretion of Toledo Streets as it deems necessary.