Larson Manufacturing Company
Respectful Workplace Environment 06/12/07
At Larson we value each other and we value differences in each other.
The Respectful Workplace Environment policy outlines and confirms the expectation of Larson that all personnel are entitled to work in an environment where they feel safe, supported, and valued. This expectation is the same for all employees as well as those working with us, such as contracted employees and other vendors, contractors, suppliers, sales partners, and consultants.
As a member of the Larson team, you are expected to familiarize yourself with this policy. You are expected to do your part to help sustain a work environment that is free of discrimination, disrespect or harassment, alcohol, illegal drugs, legal substances used illegally, and violence. You are expected to help ensure a safe and positive work environment by promptly reporting inappropriate conduct.
Policy for Equal Opportunity
Larson is committed to providing equal employment opportunities. Larson strives to create and maintain a work environment where all individuals are treated with respect, regardless of sex, race, religion, creed, color, national origin, age, pregnancy, disability, sexual orientation, marital status, or military status. All qualified applicants and employees will be considered for employment and advancement without regard to sex, race, religion, or any other basis protected by applicable laws. This policy applies to all employment practices and terms and conditions of employment, including but not limited to promotions, transfers, compensation, terminations, training and participation in Company sponsored benefits or programs.
Employees should raise any concerns they might have regarding possible discrimination in accord with the complaint procedure described in this policy. No retaliation will be permitted against anyone who in good faith brings forth a complaint of discrimination. Larson treats all persons equally, regardless of race, color, sex, religion, pregnancy, national origin, age, creed, marital status, sexual orientation, or disability.
Policy for Harassment
Larson does not tolerate any form of harassment. Harassment can take many forms, all of them unacceptable. STOP! Jokes, insults, threats, and other unwelcome actions about a person’s race, color, gender, age, religion, national origin, ancestry, citizenship, disability, veteran status, social or economic status, or educational background.
Unwelcome sexual advances, requests for sexual favors, and other unwelcome verbal or physical conduct of a sexual nature, or the display of sexually suggestive objects or pictures.
1 Verbal or physical conduct that upsets another’s work performance or creates a fearful or hostile work environment.
Other specific examples or harassment could include:
Verbal Referring to a person by an inappropriate ethnic or sexual title Making sexual comments or innuendoes about a person’s clothing body or looks Repeatedly asking out a person who is not interested Making kissing sounds or howling sounds Telling lies or spreading rumors about a person’s private life References to perceived cultural stereotypes Telling ethnic jokes or stories
Non-Verbal Staring/glaring at someone Blocking a person’s path Following a person in a manner that makes the person being followed uncomfortable Making facial expressions such as winking, throwing kisses, or licking lips Making sexual gestures with hands or through body movements
Physical Touching or rubbing oneself or another person sexually Standing too close or brushing up against a person
All employees are responsible to keep the work environment free of harassment. We are made up of a diverse workforce representing many different cultures. What seems acceptable to you may be unacceptable and offensive to someone else. Err on the side of caution and respect.
If an employee experiences or witnesses harassment, they should not ignore it. If comfortable, they should talk to the person about the behavior that was experienced or observed. Otherwise, report it to a supervisor, human resources, or a senior ranking manager of Larson. A thorough and discrete investigation will occur.
Larson’s values provide a common framework for our business decisions, actions and behaviors, and are founded on dignity and mutual respect. The need to stress our people values and principles is important in practicing mutual respect in the workplace. We work in an inclusive environment that embraces change, new ideas, respect for the individual and equal opportunity to succeed. With awareness and thought, Larson can achieve a workplace environment that is free of harassment.
Procedure for Investigating and Resolving Complaints of Discrimination or Harassment
Larson encourages individuals who believe they are being harassed to request the offender to stop. Often, this action alone will resolve the problem. However, Larson recognizes that it is not necessary for an individual to talk directly to an offender if that person feels uncomfortable doing so.
2 Investigating Larson will promptly investigate all reported concerns and will take appropriate corrective action. Depending upon the nature of the concerns and the result of the investigation, corrective action may include informal counseling, formal discipline, or discharge. The person raising concerns will be notified of the results of the investigation.
Retaliation and Confidentiality
Retaliation is treating differently any person believed or assumed to have come forward with a complaint or information about a complaint, appearing to be angry with them, ostracizing them, or otherwise causing them to feel intimidated or offended. If you experience or witness retaliation, report it immediately. In no case will Larson tolerate retaliation under this policy. Although Larson cannot guarantee confidentiality of a matter, it will strive to handle all matters in a way that will address the area of concern without unnecessarily disrupting working relationships.
Policy for a Violence-Free Workplace
Purpose To ensure the highest standard of health and safety for all employees, customers, contractors, and visitors, in both the normal workplace and all other places at which Larson does business.
Definition
Workplace Violence is an act of aggression causing emotional or physical harm. Workplace violence can take many forms (e.g., emotional abuse, verbal abuse, direct or indirect threats, physical assault, sexual harassment, rape, hitting, pinching, biting, grabbing, kicking or being struck by a weapon). This includes any and all process pertaining to the Anti Terrorist Act of 2001. Weapons mean firearms, explosives, chemical and biological devices, or any other item obtained with the intent to be used to commit violence against a person or property, as explained above. Violence, for our purposes, may include physically harming another, shouting, shoving, pushing, harassment, intimidation, coercion, possession of weapons, intentional property damage, and threats or talk of violence.
Policy Larson does not tolerate violence and will work to prevent violent incidents from occurring. To ensure a secure working environment at all Larson sites, security procedures will be evaluated routinely and strengthened as needed. Necessary training will be provided on a timely basis at all locations. This policy applies to all employees of Larson and independent contractors doing work for Larson. Any act of violence also may be reported to the proper authorities for prosecution and other appropriate persons and organizations.
On Company Premises Any employee who commits or threatens to commit any act of violence while on Company premises will be subject to corrective action, up to, and including, immediate termination.
Off Company Premises Any employee, who, while engaged in Company business off premises, commits or threatens to commit any act of violence against any person will be subject to corrective action, up to, and including, immediate discharge. Even when off the premises and not involved in Company business, an employee who commits an act of violence against another person may be subject to
3 corrective action, up to and including immediate discharge, if that action could adversely affect Larson or its reputation in the community.
Weapons Larson will comply with all state and/or federal laws regarding weapons on Company property. Larson feels that weapons do not belong at the workplace and should not be brought on Company property, at a Company function, or while performing Company-related business, even if there is no intent to use the item as a weapon, and even if the item is kept in a locked car or other secure location.
Reporting Any employee who is subject to an act of violence or who is aware of another individual who as been subject to an act of violence should immediately report this information to his/her immediate leadership team, or the Human Development Department. Employees should assume that all threats of violence are serious.
Confidentiality Reports of threats or violence will be carefully investigated, and employee confidentiality will be maintained to the extent practicable.
Employee Questions Employees may refer any questions regarding rights and obligations under this policy to the Human Development Department or to any member of the Larson Immediate Leadership Team.
APPROVED BY: CEO and Larson Director of Human Development
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