Page 19 - Post Handbook Update 7-18-23

CHAPTER 3: INCLUSIVE WORKPLACE/CULTURE
Reporting Unlawful Harassment or Discrimination
Associates should report any incident of harassment
or discrimination immediately to their supervisor or
to the Associate Experience team. The University
will investigate all complaints of harassment or discrimination and will do so promptly, discreetly, objectively, and with sensitivity. The University requires that all associates cooperate truthfully during these investigations. In the course of the investigation; however, it may be necessary for the University to disclose facts and the name of the complainant to alleged witness(es) and to the alleged harasser/discriminator, all of whom will be instructed to maintain confidentiality.
In addition, all parties involved in a complaint are treated respectfully, and any retaliation against an individual who is an alleged target of harassment, discrimination, or retaliation, has made a complaint, or has provided evidence in connection with a complaint, is in itself conduct which will not be tolerated. The Senior Vice President of Culture, Diversity & Associate Experience
or Associate Experience designee will review all the investigative findings and consult with the respective Department Manager and/ or Executive in determining final resolution. Keep in mind it is unlawful to retaliate against any individual who participates or assists in any investigation.
While the investigative process may vary from case to case, complaints will generally be handled in accordance with the following steps:
Step 1: Upon receipt of the complaint, Associate Experience will conduct a prompt review of the allegations to determine relevant facts and may concurrently
take appropriate interim actions such as immediate suspension of the alleged harasser/discriminator – with or without pay pending the outcome of the investigation.
Step 2: Thereafter, Associate Experience will follow through to objectively complete a thorough and fair investigation. As stated above, Associate Experience will put forth reasonable effort to maintain confidentiality
to the extent reasonably possible. However, it may be necessary for Associate Experience to disclose facts and the name(s) of the complainant to alleged witnesses and the alleged harasser/discriminator. These individuals will be instructed to maintain confidentiality. Associate Experience will also ensure that the associate who has been allegedly harassed/discriminated against and the alleged offender have a separate opportunity to be heard.
Step 3: In concluding its investigation, Associate Experience will make a fact-based determination as to its findings and issue corrective action (subject to approval by the respective Executive Officer) where appropriate, up to and including termination.
The University also recognizes that the question of whether a particular course of conduct constitutes discrimination or harassment requires a determination based on all facts in the matter. Such investigations
have the potential for having a serious effect on innocent persons. Therefore, if an investigation results in a finding that an associate accused another of discrimination or harassment maliciously or recklessly, or the complaining associate knowingly made false accusations, that associate will be subject to appropriate disciplinary action.
The University is committed to providing a working environment that is respectful, professional, collaborative and safe. Every associate is responsible for doing their part to ensure this priority is never compromised.
Violations of this policy may expose the University
to civil liability for damages under applicable laws including back pay, front pay, attorney’s fees, costs, penalties, punitive damages, cease and desist orders, and other non-economic harm. In addition, individuals who violate this policy may be subject to discipline
(up to an including termination of employment) and personal civil and/or criminal liability, depending on the circumstances.
Additional Support Resources (Students)
The University’s Director of Title IX and Disability Services also serves as another resource to address discrimination or harassment complaints that specifically involve students. This office is located in the Leever Center and can be reached at (203) 596- 6027. Associates who believe they have been a victim of discrimination or harassment in any manner, should immediately contact their respective supervisor or contact the Associate Experience Confidential Line at (203) 596-4612.
DISABILITY SUPPORT
Collaborative and interactive discussion with those
who may need extra work-related support or assistance is part of ensuring that all Post associates have a reasonable opportunity to succeed. It is the University’s policy not to discriminate against any job applicant or qualified associate with respect to any terms, privileges, or conditions of employment because of the individual’s disability or perceived disability so long as the individual has the knowledge and skills to perform the essential functions of the job effectively, with or without reasonable accommodation. Consistent with this policy, the University will provide reasonable accommodation(s) to a qualified individual with a disability, as defined by applicable law, who has made the University aware of a disability, provided that such accommodation does not constitute an undue hardship on the University.
POST UNIVERSITY ASSOCIATE ROADMAP HANDBOOK
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