WDLT Employee Handbook

DISCRIMINATION AND HARASSMENT

WDLT also prohibits associational discrimination, which may arise from

harassment of an employee because they associate with someone in a protected

class or because they associate with someone in the same protected class (e.g.,

harassment of a white employee because their spouse is black), and the company

prohibits harassment based upon the perception that an employee is a member of a

protected class, even if the employee is not actually a member of that class.

WDLT prohibits the foregoing and all other forms of unlawful harassment and

discrimination of any employee by any person, including co-workers, managers,

visitors, vendors, contractors, and other third parties.

No Retaliation

WDLT encourages employees and others covered under this policy to promptly

report any complaints of discrimination or of sexual or other harassment, and/or to

cooperate in any investigation. This policy and the law prohibit retaliation against

an employee or person for filing a complaint of discrimination or legally protected

harassment, or for cooperating in the investigation of such a complaint, and any

retaliation will not be tolerated.

Complaint Procedure

If any employee or other person covered under this policy believes that they have

been subjected to or observed harassment or discrimination that is prohibited under

this policy, the employee or other person is encouraged to promptly report their

concerns in writing or orally to their immediate manager.

In the event that an employee is uncomfortable with discussing the matter with

their immediate manager, the employee shall contact any Program Director or

member of the Senior Leadership Team with whom they are comfortable discussing

the matter.

Reports of harassment or discrimination may also be reported to the Human

Resources Department, the Chief Operating Officer if the matter involves the

Chairman/President, or the Chairman/President if the matter involves the Chief

Operating Officer.

WDLT also encourages, but does not require, employees and other persons who

believe they are being harassed to firmly and promptly tell the person(s), if they are

comfortable doing so, that the behavior is offensive and must stop immediately.

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