2. Harassment
o Harassment is any annoying, persistent act or actions that
singles out an associate to that associate’s objection or
detriment, because of
race, sex, age, religion, ancestry, national origin, physical
handicap, mental condition, or marital status.
o The harassment of any associate is contrary to this policy and
may be considered a violation of federal law and will be
considered justification for disciplinary or other appropriate
action.
o This applies to all associates, supervisors, agents, and non-
associates who have contact with associates during working
hours.
3. Harassment includes:
o Verbal abuse or ridicule. This includes derogatory
comments, slurs or unwanted sexual
advances, invitations, or comments.
o Interference with an associate’s work. This includes physical
contact such as assault, blocking normal movement, or
interference with work directed at an individual because of
his/her sex or other protected status.
o Displaying or distributing sexually offensive, racist or
derogatory materials. This includes derogatory
posters, cartoons, drawings or gestures.
4. Harassment
o Discriminating against any associate in work assignments
or job-related training.
o Intimate physical contact.
o Making sexual or racial innuendoes.
o Demanding favors (sexual or otherwise), explicitly or
implicitly, as a condition of
employment, promotion, transfer or any other term or
condition of employment.
o Retaliation for having reported harassment.
5. Reporting
o All associates ensure that his or her conduct does not include or
imply harassment in any form.
o If, however, harassment or suspected harassment has or is taking
place, the following applies:
o Report any harassment or suspected harassment to the person’s
supervisor. If the harassment involves the supervisor, report the
harassment to the Human Resource Director. A written statement
is required setting forth all pertinent facts.
o The supervisor reports knowledge of harassment promptly to the
Human Resource Director.
6. Reporting
o Each complaint is investigated by the Human Resource Director and a
determination of the facts are made on a case-by-case basis.
o The results of the investigation are kept confidential and provided only to
those associates of the Medical Center on a need-to-know basis.
o The investigative files, including the complaint, are maintained by the
Human Resources. Any disciplinary action taken is documented in the
associate’s personnel file.
o The Medical Center does not tolerate harassment or any form of
retaliation against an associate who has either instigated or cooperated in
an investigation of alleged harassment. Violation of this provision may
result in discharge.
