Page 24 - PUI Handbook 8-21

hostile acts; denigrating jokes; and written or graphic material that
denigrates or shows hostility or aversion toward an individual or group
that is placed on walls or elsewhere on the employer’s premises or
circulated in the workplace, on company time or using company
equipment by e-mail, phone (including voice messages), text
messages, social networking sites or other means.

Any employee who has questions or concerns about these policies
should talk with the General Manager.
Anti-Sexual Harassment Policy
Sexual harassment constitutes discrimination and is illegal
under federal, state and local laws. There are two types of sexual
harassment:

A. “Quid pro quo” harassment, where submission to
harassment is used as the basis for employment
decisions. Employee benefits such as raises, promotions
and better working hours are directly linked to
compliance with sexual advances. Therefore, only
someone in a supervisory capacity or someone with
perceived authority (with the authority to grant such
benefits) can engage in quid pro quo harassment.
Examples: A supervisor promising an employee a raise if
he/she goes on a date with him; a manager telling an
employee he/she will fire him/her if he/she does not have
sex with him/her.

B. “Hostile work environment,” where the harassment
creates an offensive and unpleasant working
environment. A hostile work environment can be created
by anyone in the work environment, whether it be
supervisors, other employees or customers. Hostile
environment harassment consists of verbiage of a sexual
nature, unwelcome sexual materials or even unwelcome
physical contact as a regular part of the work
environment. Texts, e-mails, cartoons or posters of a
sexual nature; vulgar or lewd comments or jokes; or
unwanted touching or fondling all fall into this category
or other conduct. This is not intended to be an all-
inclusive list.
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