US Handbook 2023

+ Informing Leaders or Human Resources of all reported or suspected occurrences of discriminatory conduct. Although not required, it is strongly encouraged that reports of discriminatory acts be made in writing; and + Rejecting any offer or promise of sexual or other favors made by any Associate or applicant for employment in anticipation of or in exchange for some employment decision and concurrently advising such Associate or applicant for employment that such an exchange violates this Policy and will not be condoned. Discrimination Workplace discrimination is strictly prohibited by Dwellworks. Workplace discrimination is defined as denying any person equal treatment in the terms and conditions of employment because of their status as a Protected Class member. Harassment Dwellworks prohibits harassment of any kind, whether based on a Protected Class or general behavior. Harassment can include such behavior as slurs, demeaning jokes or comments, innuendoes, unwelcome compliments, cartoons, pictures, pranks, hazing, stereotypical comments, derogatory descriptions, or other verbal or physical conduct. Such behavior is considered harassment when it has the purpose or effect of creating an intimidating, hostile, or offensive working environment; unreasonably interferes with an individual’s work performance; or affects an individual’s workplace opportunities. Some examples of workplace harassment include, but are not limited to: + Offensive physical contact, derogatory language, or intimidating actions; + Insulting or threatening gestures or language (overt or implied); + Inappropriate shouting in the workplace; + Unjustified and unnecessary comments about an individual’s work or capacity for work; + Openly displayed pictures, posters, graffiti, or written materials which might be offensive; + Phone calls, messages, or e-mails which are threatening, abusive, or offensive to Associates; + Persistent following or stalking within the workplace or to and from the workplace; or + Exclusion of a person or group from regular conversations, work assignments, work-related social activities, and networks in the workplace. Corrective Actions Any Associate who believes that Associate has been subjected to any form of workplace harassment or discrimination should report it immediately. All reported or suspected occurrences of harassment or discriminatory conduct will be promptly and thoroughly investigated. Dwellworks recognizes that the question of whether a particular course of conduct constitutes harassment and/or discrimination requires a factual determination. Dwellworks also recognizes that false accusations of harassment and/or discrimination can have serious effects on innocent persons. If an investigation results in a finding that a person who has accused another of harassment and/or discrimination has maliciously or recklessly made false accusations, the accuser will be subject to appropriate disciplinary actions, up to and including termination. Anti-Bullying Dwellworks promotes a workplace culture where all Associates are able to work in an environment free of bullying and bullying-like behavior. Bullying can be distinguished from more common examples of harassment in that it is often about changing the perceptions and behaviors of others, whereas harassment focuses on belittling or targeting individuals or groups on the basis of perceived differences. Bullying other Associates is strictly prohibited; any Associate that bullies another individual will be subject to disciplinary action, leading up to and including termination. Dwellworks defines bullying as persistent, malicious, unwelcome, severe, and pervasive mistreatment that harms, intimidates, offends, degrades, or humiliates an Associate, whether verbal, physical, or otherwise, at the place of work, during work hours, at work-Associated events, or in the course of employment. Bullying can include loud

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