Discrimination and Harassment

Sexual harassment and racial discrimination is unlawful under Title VII of the Civil Rights Act of 1964. All employees have the right to be free from sexual harassment and racial discrimination in the workplace whether from coworkers, supervisors or managers. This policy also applies to any of the Bodine Customer Sites.

Definitions Of Behavior

Sexual harassment in the workplace exists where an individual must submit to unwelcome conduct of a sexual nature in order to be a beneficiary of employment opportunities. It is discriminatory to base an employment decision such as whether to hire, promote or terminate an individual on that individual's submission to or rejection of, unwelcome sexual advances, requests of sexual favors, or any verbal or physical conduct of a sexual nature.

Sexual harassment also exists where the conduct of a coworker or supervisor unreasonably interferes with an employee's work performance or creates a hostile or offensive work environment. Gender or sexual orientations are irrelevant.

Racial discrimination exists where an employee is referred to in a derogatory manner due to race. Racial discrimination also exists when employees are denied employment, promotion or other job opportunities because of race.

Behavior that can be indicative of sexual harassment and racial discrimination can include:

• Comments, jokes of a sexual or racial manner
• Leering or ogling
• Unwelcome invitations to engage in sexual activity
• Physical touches of a sexual nature
• Pressure to engage in sexual activity as a condition of employment or promotion
• Sexual assault
• Racial slander, name calling or insinuation

Complaint Procedure

An individual that believes he or she is being sexually or racially harassed should notify the Safety Manager. If the complaint happens to be against the Safety Manager, the complaint should then be directed to the President of the company.

All complaints will be taken seriously and investigated. The Safety Manager will investigate each complaint by interviewing the complaining party, the accused individual, and other personnel such as witnesses to obtain sufficient, factual information upon which to make a determination. The investigation may include additional items if deemed appropriate.

If at the conclusion of the investigation, it is found that sexual harassment or racial discrimination/ harassment has occurred, the Safety Manager will report his findings to the President.

Personnel who engaged in sexual or racial harassment or discrimination will be terminated.

The complaining party will be advised as to the final disposition of the complaint.

Confidentiality

Complaints and investigations will be handled in a confidential manner whenever possible. Employees interviewed during an investigation will be required to maintain confidentially.

Retaliation

Retaliation against personnel making a claim of sexual or racial harassment or discrimination is prohibited. Individuals who believe they are being retaliated against because of their complaint should notify the Safety Manager or President as outlined in the proceeding paragraphs. Personnel who retaliate against a claimant will be terminated.