DISCRIMINATION AND HARASSMENT
Unwelcome leering, whistling, brushing against the body, sexual gestures, or
suggestive comments • Inquiries into, or discussion of, one's sexual experiences
or activities
Any unwelcome physical contact, and any physical contact that due to various
factors, such as the intensity, nature, closeness or lingering of the contact, could
make an person feel uncomfortable. This physical contact includes, without
limitation, hugging, patting, touching, rubbing or kissing.
Any retaliation against an employee for making a harassment complaint or
participating in investigation, such as making adverse employment decisions,
interfering with an employee’ s work performance, covering up harassing behavior
or pressuring an employee to cover up such behavior is prohibited.
Harassment Based on Other Protected Categories
As noted in this policy, WDLT also prohibits harassment based on any other
protected category. Under this policy, harassment is verbal, written or physical
conduct that denigrates or shows hostility or aversion toward a person because of
his or her race, color, sex, national origin, past or current physical or mental
disability, genetic information, sexual orientation, gender identity, gender
expression, marital status, religion, age, or any other classification protected by law,
or that of a person’s relatives, friends or associates, and that:
Has the purpose or effect of creating an intimidating, hostile or offensive work
environment
Has the purpose or effect of unreasonably interfering with an employee’s work
performance
Otherwise adversely affects one’s employment opportunities Some examples of
other conduct that are prohibited under this policy include:
Discriminatory comments, slurs, slang words, threats or insults directed toward
a person or group
Epithets, slurs or negative stereotyping
Threatening, intimidating or hostile acts
Denigrating jokes and any written or graphic material that denigrates or shows
hostility or aversion toward a person or group that is placed anywhere on the
employer’s premises or circulated in the workplace, on company time or using
company equipment by e-mail, phone (including voice messages), text
messages, social networking sites or other means.