Anti-Harassment & Anti-Retaliation Policy

[Company Name] is committed to providing a work environment free of unlawful harassment and retaliation. We will not tolerate any form of harassment, discrimination, or retaliation on the basis of any legally protected characteristic. This policy applies to all employees, supervisors, managers, as well as to customers, vendors, and other third parties who have contact with our employees. We will take prompt and effective action to prevent and correct any unlawful behavior.

Unlawful Harassment

Unlawful harassment is unwelcome conduct that is based on one of the legally protected characteristics. Under California's Fair Employment and Housing Act (FEHA), these include, but are not limited to:

• Race (including hair texture and protective hairstyles)
• Religious Creed (including religious dress and grooming practices)
• Color
• National Origin (including language use restrictions and ancestry)
• Physical or Mental Disability (including HIV/AIDS)
• Medical Condition (such as cancer or genetic characteristics)
• Marital Status
• Sex (including pregnancy, childbirth, breastfeeding, and related medical conditions)
• Gender Identity or Expression
• Sexual Orientation
• Age (40 and over)
• Military or Veteran Status
• Genetic Information

Harassment can take many forms, including but not limited to:

• Verbal harassment: Slurs, epithets, derogatory comments, or unwelcome jokes.
• Physical harassment: Unwanted touching, assault, or impeding or blocking movement.
• Visual harassment: Displaying offensive posters, cartoons, drawings, or emails.
• Quid Pro Quo Harassment: Making employment decisions (e.g., promotions, raises, or continued employment) contingent upon submission to unwelcome sexual conduct.

Unlawful Retaliation

Retaliation is any adverse action taken against an individual for engaging in a protected activity. Protected activities include:

• Reporting harassment, discrimination, or retaliation in good faith.
• Assisting in or participating in an investigation of a complaint.
• Opposing any practices forbidden by FEHA or other employment laws.
• Requesting an accommodation for a disability or religious belief.

Retaliation is strictly prohibited and will result in disciplinary action, up to and including termination.

Reporting Procedure

Any employee who believes they have been subjected to, or have witnessed, harassment or retaliation must report it immediately. The company encourages you to use one of the following reporting options:

1. Your immediate supervisor.
2. A higher-level manager.
3. Human Resources.

All complaints will be handled with discretion and confidentiality to the extent possible, consistent with a full and impartial investigation. The company will conduct a prompt, thorough, and fair investigation. If the investigation confirms that a violation of this policy has occurred, we will take immediate and appropriate corrective action.

Supervisor Responsibility

All supervisors and managers are required to:

• Maintain a workplace free of harassment and retaliation.
• Immediately report any complaints or observed conduct that may violate this policy to Human Resources, even if the individual does not want the conduct reported or investigated.
• Participate in the required sexual harassment prevention training for supervisors in accordance with California law.

Training Requirements

In compliance with California law, all employees will receive training on harassment prevention. Supervisors will receive at least two hours of training every two years, and all non-supervisory employees will receive at least one hour of training every two years.