Page 20 - Temporary Solutions Inc. Employee Handbook 2017_Neat

 otherwise adversely affects an individual’s employment opportunities.

Harassing conduct includes:

 epithets, slurs or negative stereotyping;
 threatening, intimidating or hostile acts;
 denigrating jokes;
 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.

All employees are expected to contribute to ensuring a work environment free of harassment
of any type and are responsible for respecting the rights of all, including, but not limited to,
management personnel, co-workers, clients, vendors, and visitors.

Employees are expected to:

 Behave in a manner consistent with this policy.
 Follow the guidelines below, if they believe they are a victim of harassment,
discrimination or retaliation.
 Report witnessing of any known, perceived, or potential harassment, discrimination or
retaliation against others to the Staffing Specialist.

INDIVIDUALS AND CONDUCT COVERED

These policies apply to all applicants and employees, whether related to conduct engaged in by
fellow employees or by someone not directly connected to us (e.g., a client company, outside

vendor, etc.)

Conduct prohibited by these policies is unacceptable in the workplace and in any work-related
setting outside the workplace, such as during business trips, business meetings and business-
related social events.

REPORTING AN INCIDENT OF HARASSMENT, DISCRIMINATION OR RETALIATION

It is your responsibility to immediately report to your Staffing Specialist any situation that you
believe involves harassment, discrimination or retaliation. All complaints will be taken
seriously, will be promptly investigated, and will be kept confidential to the maximum extent
possible.

Temporary Solutions, Inc. 19 2/2017

Disclaimer: This Handbook contains internal confidential propriety information. The policies can change at any time, for any
reason, without warning.