HARASSMENT, INCLUDING SEXUAL HARASSMENT

International Machinery is committed to providing a work environment that is free of discrimination and unlawful harassment. Actions, words, jokes, or comments based on an individual’s sex, race, ethnicity, age, religion, or any other legally protected characteristic will not be tolerated.

If you believe you have been the victim of harassment, or know of another employee who has, report it immediately. Employees can raise concerns and make reports without fear of reprisal.

Any supervisor who becomes aware of possible harassment should promptly advise their supervisor who will handle the matter in a timely and confidential manner.

Procedure for Reporting Harassment and/or Discrimination

1 – Self Help – Employees are encouraged to attempt to resolve their concerns by direct communication with the person engaging in the unwelcome conduct. Where employees feel confident or comfortable in doing so, communicate disapproval in clear terms to the person whose conduct or comments are offensive. Keep a written record of the date, time details of the conduct, and witnesses, if any.

2 – Management Support and Intervention – Employees who are not confident or comfortable with step 1 and who believe they are victims of harassment or discrimination, or become aware of situations where such conduct may be occurring, are encouraged to report these matters to a supervisor, manager or Marty Pathak.

3 – Formal Notification – If informal attempts at resolving the issue are not appropriate, or prove to be ineffective, a formal notification may be filed. To file a formal notification you must provide a letter of documentation that contains a brief account of the incident indicating when it occurred, the persons involved, names of witnesses, if any, and where it occurred. The letter shall also include the remedy sought and be signed and dated. File the notification with the Human Resource Manager who will contact you to further investigate the complaint.

An employee who becomes aware of situations where harassment or discrimination may be occurring is requested to notify the Human Resource Manager.

All formal notifications will be investigated. The investigation process shall involve interviews of all parties involved including witnesses and a written report compiled along with recommendations to the owner and the complainant.

Disciplinary action for violations will take into consideration the nature and impact of the violations, and may include a verbal or written reprimand, suspension (with or without pay) or termination (with or without notice). Similarly, deliberate false accusations are of equally serious nature and will also result in disciplinary action up to and including termination without notice for just cause. Note, however, that an unproven allegation does not mean that harassment did not occur or that there was a deliberate false allegation. It simply means that there is insufficient evidence to proceed with disciplinary action.

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