WDLT Employee Handbook

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.

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