Harassment Policy

It is the policy of The Hughes Agency to treat all employees equally in their terms and conditions of employment. The harassment of any employee is contrary to this policy and may be considered a violation of federal law and will be considered justification for disciplinary or other appropriate action. This policy applies to all employees, supervisors, agents, and non-employees who have contact with staff members during working hours.

Harassment is any annoying, persistent act or action that singles out an employee to that employee's objection or detriment, because of race, sex, age, religion, ancestry, national origin, physical handicap or mental condition. Harassment may include any of the following:

  1. Verbal abuse or ridicule. This includes epithets, derogatory comments, slurs or unwelcome sexual advances, invitations, or comments.
  2. Interference with an employee's work. This includes physical contact such as assault, blocking normal movement, or interference with work directed at an individual because of his/her sex or other protected status.
  3. Displaying or distributing sexually offensive, racist or derogatory materials. This includes derogatory posters, cartoons, drawings or gestures.
  4. Discriminating against any employee in work assignments or job-related training.
  5. Intimate physical contact.
  6. Making sexual or racial innuendos.
  7. Demanding favors (sexual or otherwise), explicitly or implicitly, as a condition or employment, promotion, transfer or any other term or condition of employment.
  8. Retaliation for having reported harassment.

It is every employee's responsibility to ensure that his or her conduct does not include or imply harassment in any form. If, however, harassment or suspected harassment has or is taking place, the following will apply:

  1. Any harassment or suspected harassment should be reported to the on-site supervisor. If the harassment involves the on-site supervisor, then the harassment should be reported to the Human Resources Manager. A written statement by the complainant setting forth all pertinent facts may be required.
  2. Any supervisor who receives a report of or has knowledge of harassment shall promptly inform the Human Resources Manager who will then determine whether further investigation is warranted.
  3. Each complaint shall be investigated by Human Resources Manager and a determination of the facts will be made on a case-by-case basis. Appropriate action up to and including discharge may then be taken.
  4. The results of the investigation shall be kept confidential and provided only to those employees of The Hughes Agency on a need-to-know basis.
  5. The investigative files, including the complaint, shall be maintained by the Human Resources Manager. Any disciplinary action taken will also be documented in the employee's personnel file.
  6. The Hughes Agency/Hughes Staffing will not tolerate harassment or any form of retaliation against an employee who has either instigated or cooperated in an investigation of alleged harassment. Violation of this provision may result in discharge.