Davey Tree Flipbooks

32 THE DAVEY BULLETIN | January/February 2020 CORPORATE POLICY ANTI-HARASSMENT POLICY Davey Tree is committed to providing a productive and conducive work environment for our employees that is free from unlawful discrimination, harassment, and retaliation. Davey Tree prohibits all conduct that violates this policy regardless of whether it rises to the level of illegal harassment, discrimination, or harassment under applicable law. 1 Harassment: Since harassment is counter to the values and goals of this organization, harassment related to an employee's race, color, religion, age, gender, national origin, disability, military or veteran status, sexual orientation, gender identity, or other characteristic protected by federal, state, or local law, will not be tolerated. Any such harassment by our employees, applicants, customers, contractors, subcontractors, or other business associates is prohibited by this policy, whether or not it also violates applicable federal, state, or local law. Harassment is defined as unwelcome conduct based on a person's race, color, religion, age, gender, national origin, disability, military or veteran status, sexual orientation, gender identity, or other protected status that creates a working environment that is intimidating, hostile, or offensive or becomes a condition of continued employment. Harassment may be verbal, non-verbal, or physical. Examples of harassment prohibited by this policy include, but are not limited to, the following conduct: vulgar or profane language; offensive jokes or insults; racial or ethnic slurs; comments, written or graphic material that ridicules, denigrates, insults or shows hostility, aversion or disrespect toward an individual or group because of a protected classification; threating or demeaning comments; negative stereotyping; assault; stalking; and improper touching or brushing. This policy specifically prohibits sexual harassment, which may include, but is not limited to, the following conduct: • Unwelcome verbal conduct such as offensive sexual remarks, innuendoes or comments, sexual jokes, use of offensive sexual stereotypes, and/or other offensive verbal conduct pertaining to sex; • Unwelcome sexual advances, propositions or requests for sexual favors; • Unwelcome and offensive physical conduct, including touching, leering, blocking an employee's movement, or sexual gestures; • Unwelcome and offensive written conduct such as 1 This policy shall be interpreted to prohibit sexual harassment consistent with the guidance issued by the New York State Department of Labor in consultation with the New York State Division of Human Rights. offensive pictures, sexually suggestive posters, drawings, cartoons, photographs or other communications, including e-mail; reprisals or threatening reprisals for an employee's unwillingness to respond to requests for sexual favors; or • Reprisals or threatening reprisals for complaining about or for reporting a violation of this policy. In addition to being a violation of Davey Tree's policy, harassment is against the law. Harassment can violate federal law (Title VII of the Civil Rights Act of 1964, codified as 42 U.S.C. § 2000e et seq.), state law (including, but not limited to, the New York State Human Rights Law, codified as N.Y. Exec. Law, art. 15, § 290 et seq.), and applicable local laws (including the New York City Human Rights Law). Davey Tree will not tolerate harassment of its employees by managers, supervisors, other employees, or individuals conducting business with Davey Tree (including, but not limited to, contractors, subcontractors, vendors, customers, consultants, or temporary workers). Any employee who violates the harassment policy will be subject to immediate disciplinary action, up to and including discharge. Complaint Procedure & Investigation: If, at any time, you feel you have been subjected to harassment or you learn about any other potential harassment, contact your supervisor or a member of the Human Resources or Legal Department immediately. You are not required to report or make a complaint of harassment to any person who is participating in the conduct or who appears to be allowing it to occur. If your supervisor is the one engaging in or condoning the conduct, you should report your complaint to a member of the Human Resources or Legal Departments or another Davey Tree supervisor or manager. Human Resources may be contacted at the following telephone number: 800-447-1667, ext. 8381, and the Legal Department may be contacted at 800-447-1667, ext. 8301. Employees who have a complaint regarding sexual harassment are also encouraged to complete a written report using Davey Tree's Sexual Harassment Complaint Form, a copy of which may be obtained by contacting Human Resources or on the Davey Portal under HR Documents. After any report or complaint of harassment is made, an investigation by appropriate Davey Tree management will be promptly conducted, and appropriate action, if necessary, taken. The investigation and the identity of any parties involved will be kept confidential to the extent possible and all persons involved will be accorded due process to protect their rights to a fair and impartial investigation.

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