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Diversity - Inclusion - Harassment - Retaliation |
DOWNLOAD THE POLICY HERE
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PLEASE READ THE POLICY BELOW
DIVERSITY ▪ INCLUSION ▪ HARASSMENT ▪ RETALIATION
It is the Company’s policy to maintain a work environment free from all forms of harassment, discrimination, and intimidation. In addition, the Energy Group, Inc. is committed to building an inclusive and diverse workforce. All employees, including executives, managers, supervisors, general foremen, are required to follow this “zero-tolerance” policy. Harassment on the basis of race, color, religion, gender, gender identity and/or expression, national origin, age, sexual orientation, ancestry, disability, genetic information, marital status, sex (including pregnancy and childbirth related issues), military status, veteran status, or medical condition is prohibited and will not be tolerated. Further, this policy forbids unwelcome conduct on any of the basis identified above, even if the conduct does not rise to the level of a legal violation. This policy forbids all types of workplace and sexual harassment and covers physical harassment, verbal harassment, pervasive and unwelcome conduct, and a wide range of other kinds of inappropriate and intimidating work environment behaviors. The policy extends to all terms and conditions of employment (hiring, promotions, pay, assignment of job duties, terminations/constructive discharge, etc.).
This policy prohibits retaliation against anyone for complaining about harassment or discrimination to management, for assisting someone else in a complaint, or for providing information as a witness in an investigation relative to alleged violation of policy.
Responsibility
Management: All members of management, including Supervisors, General Foremen, and Foremen are responsible for maintaining a work environment free from discrimination, all forms of workplace harassment including sexual harassment, threats, using racial slurs, promoting racially insensitive content – even on social media, and intimidation. Accordingly, the Company will conduct an investigation of alleged incidents and take prompt and appropriate corrective action. The Company will investigate incidents of retaliation against anyone for filing a complaint of harassment, discrimination and/or intimidation. Managers and Supervisors are prohibited from taking adverse action against any employee for filing a complaint of harassment or discrimination.
Managers, Supervisors, General Foremen and Foremen are required to report promptly to the President:
Employees: It is the responsibility of all employees who witness, experience, or are aware of a possible violation of this policy to immediately report such violation to his/her Supervisor, General Foreman, Foreman and/or Human Resources Representative/Designee so that an investigation and the appropriate corrective action may be taken.
Under no circumstances is an employee required to report the policy violation to a person whom the employee believes is responsible for the harassing conduct. Instead, the employee must report the policy violation to another member of management as designated above. It is also the responsibility of all employees to cooperate fully and honestly in any investigation relative to a policy violation. Failure to do so may be, in itself, a violation of this policy and be subject to disciplinary action.
Company policy prohibits retaliation against any employee for participating in an investigation as a witness, aiding someone else in filing a complaint or for filing a complaint. Further, the Company prohibits behavior from all employees that might be construed as retaliation, such as threats, withholding information, uncooperative behavior, the "silent treatment," or physical actions for example. Such behavior is considered a violation of this policy and may be subject to disciplinary action up to and including termination of employment.
Definitions
Workplace harassment - The harassment forbidden by this policy is verbal, physical, or visual conduct that is unwelcome to an individual because of the individual’s race, color, religion, gender, gender identity and/or expression, national origin, age, sexual orientation, ancestry, disability, genetic information, marital status, sex (including pregnancy and childbirth related issues), military status, veteran status, or medical condition or because of the protected status of the individual’s relatives, friends, or associates. Harassing conduct includes, but is not limited to:
Retaliation - Retaliation is "getting back" at employee(s) for following Company policy by taking adverse actions against the employee(s). Retaliation includes, among other things, verbal threats, physical action or inaction or other prohibited behavior.
Energy Group, Inc. believes diverse perspectives improve our ability to innovate, solve problems and serve our customers. That is why we embrace diversity in our relationships with employees, suppliers, customers, and all others with whom contacts are made in the normal course of business.
Please Affirm Below
It is the Company’s policy to maintain a work environment free from all forms of harassment, discrimination, and intimidation. In addition, the Energy Group, Inc. is committed to building an inclusive and diverse workforce. All employees, including executives, managers, supervisors, general foremen, are required to follow this “zero-tolerance” policy. Harassment on the basis of race, color, religion, gender, gender identity and/or expression, national origin, age, sexual orientation, ancestry, disability, genetic information, marital status, sex (including pregnancy and childbirth related issues), military status, veteran status, or medical condition is prohibited and will not be tolerated. Further, this policy forbids unwelcome conduct on any of the basis identified above, even if the conduct does not rise to the level of a legal violation. This policy forbids all types of workplace and sexual harassment and covers physical harassment, verbal harassment, pervasive and unwelcome conduct, and a wide range of other kinds of inappropriate and intimidating work environment behaviors. The policy extends to all terms and conditions of employment (hiring, promotions, pay, assignment of job duties, terminations/constructive discharge, etc.).
This policy prohibits retaliation against anyone for complaining about harassment or discrimination to management, for assisting someone else in a complaint, or for providing information as a witness in an investigation relative to alleged violation of policy.
Responsibility
Management: All members of management, including Supervisors, General Foremen, and Foremen are responsible for maintaining a work environment free from discrimination, all forms of workplace harassment including sexual harassment, threats, using racial slurs, promoting racially insensitive content – even on social media, and intimidation. Accordingly, the Company will conduct an investigation of alleged incidents and take prompt and appropriate corrective action. The Company will investigate incidents of retaliation against anyone for filing a complaint of harassment, discrimination and/or intimidation. Managers and Supervisors are prohibited from taking adverse action against any employee for filing a complaint of harassment or discrimination.
Managers, Supervisors, General Foremen and Foremen are required to report promptly to the President:
- All violations of this policy; and
- All information concerning any violations of this policy of which they become aware.
Employees: It is the responsibility of all employees who witness, experience, or are aware of a possible violation of this policy to immediately report such violation to his/her Supervisor, General Foreman, Foreman and/or Human Resources Representative/Designee so that an investigation and the appropriate corrective action may be taken.
Under no circumstances is an employee required to report the policy violation to a person whom the employee believes is responsible for the harassing conduct. Instead, the employee must report the policy violation to another member of management as designated above. It is also the responsibility of all employees to cooperate fully and honestly in any investigation relative to a policy violation. Failure to do so may be, in itself, a violation of this policy and be subject to disciplinary action.
Company policy prohibits retaliation against any employee for participating in an investigation as a witness, aiding someone else in filing a complaint or for filing a complaint. Further, the Company prohibits behavior from all employees that might be construed as retaliation, such as threats, withholding information, uncooperative behavior, the "silent treatment," or physical actions for example. Such behavior is considered a violation of this policy and may be subject to disciplinary action up to and including termination of employment.
Definitions
Workplace harassment - The harassment forbidden by this policy is verbal, physical, or visual conduct that is unwelcome to an individual because of the individual’s race, color, religion, gender, gender identity and/or expression, national origin, age, sexual orientation, ancestry, disability, genetic information, marital status, sex (including pregnancy and childbirth related issues), military status, veteran status, or medical condition or because of the protected status of the individual’s relatives, friends, or associates. Harassing conduct includes, but is not limited to:
- Unwelcome conduct affecting an employee’s tangible job benefits.
- Unwelcome conduct including derogatory speech that interferes with an employee’s work performance.
- Unwelcome conduct including derogatory speech that creates an intimidating, hostile or offensive work environment.
- Epithets, slurs, negative stereotyping, or intimidating acts that are based on an individual’s protected status.
- Written or graphic material shown, circulated within, or posted within the workplace that shows hostility toward an individual because of his/her protected status.
- Submission to such conduct is made, either explicitly or implicitly, a term or condition of a person’s job, pay, or career; or
- Submission to or rejection of such conduct by a person is used as a basis for career or employment decisions affecting this person; or
- Such conduct interferes with an individual’s performance or creates an intimidating, hostile, or offensive environment.
- Physical sexual harassment. This may include, but is not limited to, bumping, pressing or brushing up against, touching, cornering, kissing, hugging, grabbing, etc., or any other physical contact of a sexual nature which is unwelcome and inappropriate in a work environment.
- Verbal sexual harassment. This may include obscene jokes that are sexual in nature, offensive comments on appearance that have sexual overtones, offensive sexual remarks,
- threats, etc., whether communicated in person, in writing, or by telephone, e-mail, mail, or voice mail. It also includes any verbal comments that have sexual overtones, e.g., double entendre, which would be intimidating, unwelcome, or offensive to a reasonable person.
- Other kinds of inappropriate and unacceptable behaviors in the work environment that could be construed as sexual harassment include, but are not limited to, visual sexual harassment such as offensive sexual gestures, leaving offensive sexual notes, distributing offensive sexually oriented greeting cards, displaying offensive sexual cartoons, pictures, magazines, calendars, video tapes, computer programs or disks, or any other medium which may be used to communicate sexual images inappropriate to the work environment, including e-mail and voice mail.
Retaliation - Retaliation is "getting back" at employee(s) for following Company policy by taking adverse actions against the employee(s). Retaliation includes, among other things, verbal threats, physical action or inaction or other prohibited behavior.
Energy Group, Inc. believes diverse perspectives improve our ability to innovate, solve problems and serve our customers. That is why we embrace diversity in our relationships with employees, suppliers, customers, and all others with whom contacts are made in the normal course of business.
Please Affirm Below
