Page 12 - SHTPL HAND BOOK

Employee Handbook

Definition of Harassment Based Upon Race, Color, Religion or Other Status
Similar to the case of sexual harassment, it is not easy to define exactly what will constitute harassment based
on race, color, creed, religion, gender, marital status, national origin, age, handicap, disability or other
protected status. However, SHTPL has provided below some examples of behavior which violate this policy,
including but not limited to:

• Comments or negative words /stereotyping that relate to race, color, creed, religion, gender, marital
status, age, disability etc.
• Threatening, intimidating or hostile acts that relate to race, color, creed, religion, gender, marital status,
age, disability etc.
• "Jokes," "pranks" or other forms of "humor" that is demeaning or hostile with regard to race, color,
creed, religion, gender, marital status, age, disability etc.

This type of behavior described above as examples of sexual harassment or harassment based on race, color,
religion, gender, national origin, age, handicap or disability is unacceptable not only in the workplace, but
also in other work-related settings such as business trips or business-related social events.

If SHTPL determines that harassment occurred, the harasser will be subject to appropriate disciplinary action.
Although the specific corrective disciplinary action against the harasser will be within SHTPL discretion, it may
include one or more of the following:

• Verbal or written reprimand;
• Referral to appropriate counseling;
• Withholding of a promotion or bonus;
• Reassignment;
• Temporary suspension;
• Being placed on probation; or
• Termination

SHTPL will always follow-up with the complainant and the alleged offender. If the complainant or the alleged
offender is dissatisfied with the outcome of the investigation, either individual has the right to seek
reconsideration of the decision.

Strictly for Internal Circulation only Version 7.2 – Released on 06/2023 [PG: 11]