Page 15 - bqg_employee_handbook

Please note that that while this Policy sets forth our goals of promoting a a a a a a workplace that that is is free of prohibited harassment the Policy is is not designed or intended to limit our authority to discipline or or or or take remedial action for workplace conduct which we deem unacceptable regardless of of whether that conduct satisfies the the definition of of prohibited harassment Sexual Harassment For the purposes of this Policy sexual harassment is is defined as as unwelcome or or unwanted offensive sexual sexual advances requests for sexual sexual favors and any other verbal visual or or or physical conduct of a a a a sexual nature when:
1 Submission to or rejection of such conduct by an individual is is is used in in decisions affecting the terms and conditions of employment including hiring evaluation retention or promotion
2 This conduct substantially interferes with an an an individual’s employment or creates an an an intimidating hostile or or offensive work environment As such BQG strictly prohibits any individual making wages hours or or working conditions dependent on on on a a a a a team member’s submission to or rejection of sexual advances BQG also strictly prohibits any individual from offering employment advantages in in in return for sexual favors or or or or to to deprive deprive (or threaten to to deprive) someone of employment advantages because that individual rejected one or or more sexual advances Furthermore it is unlawful for any individual to create an an intimidating hostile or or or offensive offensive working working environment environment A sexually offensive offensive working working environment environment can be created by among other things unwanted visual conduct physical contact or verbal abuse The following are some examples of what may constitute sexual harassment under this Policy:
• Verbal conduct such such as as such such as as epithets derogatory comments comments slurs or or or unwanted sexual advances invitations or or comments • Physical conduct such as as unwanted hugging assault blocking normal movement or or or or interfering with work because of an an individual’s sex or or or or gender • Threats and and and demands to to to submit to to to sexual sexual requests in in order to to to keep one’s job job or or or or avoid some other loss and and and offers o of job benefits in in return for sexual sexual favor • If submission to or or or rejection of of sexual attention is is is is is made a a a a a a a condition of of employment employment or or or is is is is used as as a a a a a basis for employment decisions • Sexual flirtation advances and propositions
• Sexually degrading words used in in in reference to an individual • Comments on the speaker’s own sexual practices or or those of co-workers
• Display of o of offensive or or or graphic pictures or or or objects such as posters or or or calendars which are of o of a a a a a a sexual nature 12