Anti-Harassment Policy

Everyone should be free to use their minds to better the organization and themselves without fear of intimidation or ridicule.  The growth of any organization is many times dependent on it.  And if the corporate atmosphere is not conducive to creativity and freedom of out-of-the-box thinking, it will eventually die.  We at BIPS understand the importance of individuals coming together freely to create a united vision and we take our anti-harassment policy seriously.  Here is our policy.

Anti-Harassment

Barrier Island Parks Society is committed in all areas to providing a work environment that is free from harassment.  Any harassment based upon an individual’s sex, race, ethnicity, national origin, age, religion, sexual preference or any other legally protected characteristics will not be tolerated.  This includes sexual harassment as defined as any unwelcome or unwanted sexual advance, request for sexual favors or other verbal or physical conduct of a sexual nature from someone in the workplace that creates discomfort and or interferes with the job.  Conduct constitutes harassment when:

▪ Submission to such conduct is made either explicitly or implicitly, a term or condition of an individual’s employment;

▪ Submission to or rejection of such conduct by an individual is used as the basis for employment decisions and/or retaliation; or

▪ Such conduct has the purpose or effect of interfering with an individual’s work performance or creates an intimidating, hostile or offensive work environment.

All employees, including supervisors and other management personnel, are expected and required to abide by this policy.  No person will be adversely affected in employment with Barrier Island Parks Society as a result of bringing complaints of unlawful harassment.

Reporting Discrimination or Harassment

If an employee feels that he or she has been discriminated or harassed on the basis of his or her sex, race, national origin, ethnic background, age or any other legally protected characteristic they should immediately report the matter to his or her supervisor.  If that person is not available, or if the employee feels it would be unproductive to inform that person, the employee should immediately contact that supervisor’s superior.  Once the matter has been reported, it will be promptly investigated and any necessary corrective action will be taken where appropriate.  All complaints of unlawful discrimination or harassment will be handled in a discreet and confidential a manner as possible.

This procedure for reporting incidents of harassing behavior is not intended to impair, replace or limit the right of any employee to seek a solution made available under state or federal law by immediately reporting the matter to the appropriate state or federal agency.

 

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Works Cited:
“Sexual Harassment Policy sample.” Ohio Gov.com.  State of Ohio, no date. Web. 29 September 2014.
“Sample Anti-discrimination and Harassment Policies.” Find Law.com. Thomson Reuters, no date. Web. 29 September 2014.
“Employee Handbook.” na.fs.fed.us/wihispanic_eval/employee_handbook. United States Forest Service no date. 1 October 2014.



(941) 964.0060
P.O. Box 637 Boca Grande, FL 33921