If any employee of the Association enters into a consensual relationship that is romantic or sexual in nature with a member of his or her staff (an employee who reports directly or indirectly to him or her), or if one of the parties is in a supervisory capacity in the same department in which the other party works, the parties must notify the HR director or other appropriate corporate officer. [...] Once the relationship is made known to the Association, the Association will review the situation with human resources in light of all the facts (reporting relationship between the parties, effect on co-workers, job titles of the parties, etc.) and will determine whether one or both parties need to be moved to another job or department. [...] • If the behavior does not stop, you should immediately report the behavior or incident to a member of leadership within the Association or a member of Human Resources or contact the compliance hotline at (800-390-8168) 5.2 No hardship, loss, benefit or penalty may be imposed on an employee in response to: • Filing or responding to a bona fide complaint of discrimination or harassment. [...] The identity of the complainant is usually revealed to the parties involved during the investigation, and the HR director will take adequate steps to ensure that the complainant is protected from retaliation during and after the investigation. [...] The appropriate action will depend on the following factors: Page 5 of 6 a) the severity, frequency and pervasiveness of the conduct; b) prior complaints made by the complainant; c) prior complaints made against the respondent; and d) the quality of the evidence (e.g., firsthand knowledge, credible corroboration).
- Pages
- 6
- Published in
- United States of America
