Corte Hispana

(Hispanic Court)
 

WORKPLACE CONDUCT AND PROHIBITION AGAINST HARASSMENT, INCLUDING SEXUAL HARASSMENT

Workplace Conduct.  The Company is committed to providing its employees a professional and productive working environment where coworkers are treated with courtesy and respect.  We work together as a team.  Doing so requires us to respect the sensibilities of others.  All employees are expected to contribute positively to the work environment by conforming their behavior at all times to these guidelines.  Abusive, harassing, or offensive behavior of any nature whatsoever will not be tolerated.

Discriminatory Harassment Is Strictly Prohibited.  Harassment for any discriminatory reason, such as race, sex, sexual orientation, pregnancy or related medical condition, age, physical or mental disability, national origin, or religion, falls within the scope of this policy and is strictly prohibited.  Such discriminatory harassment is also prohibited by state and federal discrimination laws.  In severe or pervasive forms, such harassing conduct may result in legal liability both to the Company and to the individual harasser.

Sexual Harassment Is Strictly Prohibited.  Sexual harassment is a form of discriminatory harassment prohibited by this policy.  Sexual harassment includes, but is not limited to, making unwelcome sexual advances, unwelcome sexual comments or requests for sexual favors where

(1) submission to such conduct is made an explicit or implicit term or condition of employment;

(2) submission to or rejection of such conduct by an individual is used as the basis for employment decisions affecting the individual; or

(3) such conduct has a purpose or effect of substantially interfering with an individual's work performance or creating an intimidating, hostile, or offensive work environment.

Forms of Harassment Prohibited By This Policy.  Harassment prohibited by this policy can take many forms.  Each employee is expected to exercise care to avoid questionable or borderline conduct that may be perceived as harassment.  Forms of harassment prohibited by this policy include but are not limited to the following:

(1) Verbal: innuendoes, epithets, stereotyped characterizations, derogatory slurs, off-color jokes, propositions, threats, or suggestive or insulting sounds.

(2) Visual/Non-verbal: derogatory posters, cartoons, or drawings; suggestive objects or pictures; derogatory written materials or commentaries; leering or obscene gestures;

(3) Physical:  unwanted physical contact including touching or interference with an individual's normal work movement; and

(4) Threatening retaliation as a result of a negative response to harassment.

Responsibility For Enforcement.  As outlined below, every employee of the Company has responsibility for assuring compliance with this policy.

Individual Responsibility.  Each employee has responsibility to assure that his or her own conduct conforms with this policy.  In addition, each employee has responsibility not to passively tolerate the behavior of others that may violate this policy.  Accordingly, employees who observe or otherwise become aware of conduct by others that may violate this policy have an obligation to report it to their Supervisor, to the Manager, or to the President of the Company.

Responsibility of Persons Subjected to Offensive Conduct.  Persons who believe that they have been subjected to abusive, harassing, or offensive behavior must report it to the Company immediately in accordance with the Complaint Procedure specified below.  Employees may seek informal resolution of minor incidents by addressing their concerns directly with the person involved to make clear the conduct was unwelcome or offensive.  Employees who elect to pursue informal resolution of minor incidents must, however, notify the Company in accordance with the Complaint Procedure if any further incidents occur or if there are any threats of reprisal.

Management Responsibility.  It is the responsibility of all management and supervisory personnel, at all levels within The Company, to enforce the Company's Workplace Conduct and Prohibition against Harassment Policy.  Each Supervisor or Manager who receives a complaint, in whatever form, has responsibility to assure that the Manager, the President is notified and that the Company investigates and takes appropriate action.  In addition, each Supervisor or Manager who observes or otherwise becomes aware of conduct that could constitute a violation of this policy has a duty to notify the Manager, or President and to make sure that the Company investigates and takes appropriate action, even if no complaint has been made.  Supervisors who fail to enforce this policy strictly and promptly may be subjected to disciplinary action, up to and including termination.

Complaint Procedure.  Any employee who believes he or she has been subjected to conduct that violates this policy whether it be from a co-worker, vendor, supervisor, independent contractor of the Company, or any other individual having an association with the Company, must report it immediately to their Supervisor, the Manager, or to the President of The Company directly.  Likewise, if the employee observes or is informed of conduct toward others that may violate this policy, the employee must report it immediately to their Supervisor, the Office Manager, the Production Manager, or to the President of The Company directly.  Everyone has responsibility for enforcing and protecting this policy.  Please, do not under any circumstances allow an inappropriate situation to continue.  If the complaint involves someone in the employee's direct line of supervision, then the employee should inform either the Office Manager, Production Manager or the Company President directly.  In response to such complaints, The Company will take prompt action to investigate such claims.  Corrective and preventative actions will be taken when appropriate to assure compliance with this policy and to discipline violators of the policy.

Protection From Retaliation.  Any form of retaliation against any person who in good faith reports such claims or otherwise participates or assists in any investigation is expressly prohibited.  Any employee who believes he or she has suffered retaliation for reporting any violation of this policy or otherwise participating in any investigation should immediately bring such facts to the attention of the President of The Company directly.  Anyone found to have engaged in such retaliation will be subject to severe disciplinary action, up to and including termination.

Discipline For Policy Violations.  Any employee found to be in violation of this policy is subject to immediate discipline up to and including dismissal from employment.

Scope of Policy.  This policy applies to all personnel, including Managers of the Company, and Supervisors, and all non-supervisory employees.  It is intended to protect employees from all forms of harassment, including harassment from other employees, suppliers and customers.

Employee Acknowledgment.  I have carefully reviewed this policy and I understand its contents.  I agree to abide by this policy and understand that my conduct will be governed by this policy.

__________________________________                             ___________________________________

Employee Name (Print)                                                     Employee Signature

Date:  _________________

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