Page 94 - Foltz Trucking Driver Handbook

8. Direct and/or indirect suggestions, requests, or demands that an employee's job security, job assignment, conditions of employment, or opportunities for advancement depend in any way on the granting of sexual favors; or
9. Sexual relations accompanied by implied or overt threats or promises.
Procedure
Persons who believe they have experienced or witnessed conduct that they believe is contrary to the Company's policy should report those incidents so that the Company may promptly address the problem.
You may report your concerns to any of the following:
1. Immediate supervisor
2. Human Resources Supervisor
3. Any person in a management position or 4. The president
Employees who have experienced conduct they believe is contrary to this policy have an obligation to take advantage of this complaint procedure. An employee's failure to fulfill this obligation could affect his or her rights in pursuing a legal action.
All complaints of harassment will be examined impartially without prejudice and without malice toward the reporting party regardless of the status of the person accused. Information provided will be released only on a need to know basis. After an investigation of allegations, a determination will be made, and resulting action will be recommended to management. The investigation may include interviews with employee making the charges, the accused employee and appropriate witnesses. All determinations are made on an individual basis. The Company has the discretion to apply any form of discipline to eliminate any harassing conduct and remedy the impact of any discrimination, such as:
1. Counseling the offender;
2. Transferring the offender to another position;
3. Placing the offender on probation, with a warning of suspension or discharge for continuing or
4. Place the offender on suspension with or without pay; or
5. Discharging the offender.
recurring
offenses;
The Company encourages employees to make accurate reports of harassment and provide as much information to the Company as possible so that it may properly and thoroughly investigate the report.
The Company will not condone retaliation against any employee who reports possible harassment or assists in an investigation of possible harassment.
If you have a question about whether conduct is permissible under this policy, you should discuss it with your supervisor or the Human Resources Supervisor.
Section 11: Vacation Eligibility
Minnesota employers are not required by law to provide vacation time to employees; however, the Worksite Employer recognizes that employees need a scheduled time away from normal work duties for their personal well-being. The Worksite Employer grants annual vacation with pay to full time employees who meet the
Length of Continuous Service Eligible Vacation
After 1 year ........................................................................... 5 days
following service requirements:
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