Rotor Clip: Policy Against Harassment



POLICY AGAINST SEXUAL HARASSMENT
It is Rotor Clip's policy to prohibit harassment of any employee by any manager, supervisor, employee or visitor on the basis of sex or gender. The purpose of this policy is not to regulate personal morality within the Company. It is to ensure that at our Company all employees are free from harassment on the basis of sex or gender. While it is not easy to define precisely what sexual harassment is, examples of prohibited behavior include unwelcome sexual advances, requests for sexual favors, and other conduct of a sexual nature, such as uninvited touching of a sexual nature or sexually-related comments, pictures or communications. Depending upon the circumstances, harassment can also include unwelcome joking, teasing or other conduct directed toward a person because of their gender, which is sufficiently severe or pervasive to create an unprofessional and hostile working environment. Anyone who feels that they have witnessed or been subjected to sexual harassment should immediately report the matter to either their immediate supervisor, or any other manager the employee feels comfortable with. For the Company to be able to remedy alleged harassment, it is imperative that claims be brought to the attention of management. Failure to report claims of harassment hampers the Company's ability to take necessary steps to remedy such situations. Every report of perceived harassment will be fully investigated and corrective action will be taken where appropriate. In addition, the Company will not allow any form of retaliation against individuals who report unwelcome conduct to management or who cooperate in the investigation of such reports in accordance with this policy. Violation of this policy will result in disciplinary action, up to and including discharge for the harasser.

POLICY AGAINST OTHER FORMS OF HARASSMENT
It is the Company's policy to prohibit harassment of an employee by another employee, management representative, or business invitee including, but not limited to, harassment on the basis of race, creed, religion, color, national origin, ancestry, age, sex, affectional or sexual orientation, marital status, familial status, atypical hereditary cellular or blood trait, disability (including AIDS and HIV infection), genetic information, liability for service in the United States armed forces or any other legally protected status. While it is not easy to define precisely what harassment is, it certainly includes slurs, epithets, threats, derogatory comments, unwelcome jokes, teasing, and other similar verbal or physical conduct. Any employee who feels that they are a victim of such harassment should immediately report the matter to either their immediate supervisor, or any other manager the employee feels comfortable with. For the Company to be able to remedy alleged harassment, it is imperative that claims be brought to the attention of management. Failure to report claims of harassment hampers the Company's ability to take necessary steps to remedy such situations. In addition, the Company will not allow any form of retaliation against individuals who report claims of harassment to management or who cooperate in the investigation of such reports in accordance with this policy. Violations of this policy will not be permitted and may result in discipline up to and including discharge. All reports of harassment will be thoroughly and discreetly investigated by members of management who are not involved in the alleged harassment.


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