Anti-Harassment & Code of Conduct

2/16/18: We’ve been listening as this important conversation unfolds. Posted here is our anti-harassment policy. In addition, we will have a code of conduct ready for our March workshops. All faculty, students and guests will receive this code of conduct in advance, as well as in their packet of materials upon arrival. The code of conduct will be posted throughout our campus. We are committed to continuing to offer a safe and nurturing environment for our writers, illustrators, and guests. Please feel free to reach out with any feedback.

Sincerely,
George Brown
Director of Customer Experience
George.brown@highlightsfoundation.org

The Highlights Foundation is committed to an environment free from harassment and intimidation. Any person visiting the Highlights Foundation retreat center is expected to follow and respect this policy.

Anti-Harassment
We are committed to an environment free from harassment and intimidation, and to a culture based on the principles of mutual respect and integrity. We will not tolerate harassment or intimidation of employees by coworkers, managers, clients, suppliers, or vendors (or by any employee of a client, supplier, contractor, or vendor). The company prohibits conduct which harasses, disrupts, or interferes with an employee’s work performance or which creates an intimidating, offensive, or hostile work environment. All employees are responsible for creating and maintaining a workplace environment that is free of harassment and intimidation.

Any form of harassment which violates federal, state, or local law, including, but not limited to, harassment related to an individual’s race, color, sex, religion, national origin, ancestry, age, disability, sexual orientation, gender identity, citizenship status, uniformed service member status, pregnancy, or any other characteristic protected by law is a violation of the Company’s policy and will not be tolerated. The term “harassment” includes slurs and any other offensive or abusive remarks or jokes, and other verbal, nonverbal, graphic, or physical conduct.

Sexual harassment is a form of harassment, which includes, but is not limited to, unwelcome sexual advances, requests for sexual favors, unwelcome or offensive touching, sexual innuendos and other verbal, graphic, or physical conduct of a sexual nature. Like any other form of harassment, it is a violation of the company’s policy and will not be tolerated. All employees are expected to refrain from behavior that could be construed as sexual harassment by another individual.

We will not tolerate the use of e-mail, voice mail, the Internet, or any other communication tool for sending, receiving, or viewing any messages or information which is determined by the company, in its sole discretion, to contain obscene or discriminatory material. This anti-harassment policy strictly prohibits the sending or receiving of any messages which contain sexual implications, racial slurs, gender specific comments, any other comment that offensively addresses someone’s race, color, sex, religion, national origin, ancestry, age, disability, sexual orientation, gender identity, citizenship status, uniformed service member status, pregnancy, or any other characteristic protected by law, or otherwise violates this policy.

An employee who feels they have been subjected to, or witnessed, unwelcome, intimidating, or harassing behavior, sexual or otherwise, should immediately report the incident to their manager, Human Resources, the Legal Department, or any other manager of the company with whom the employee feels comfortable. In addition, see the Ethics Hotline section below. All incidents of unwelcome, intimidating, or harassing behavior, sexual or otherwise, will be investigated. Reports of harassment will be kept as confidential as possible under the circumstances but complete confidentiality, as a practical matter, is not always possible. If the Company determines that prohibited activity has occurred, it will take appropriate remedial action. Employees who engage in any form of harassment or intimidation are subject to disciplinary action up to and including termination of employment.

No employee will ever be penalized for reporting a harassment problem; however, malicious, knowingly false, or knowingly fraudulent allegations will be dealt with appropriately. Further, retaliation against any employee making a claim of harassment or participating in a harassment investigation will not be tolerated and may result in disciplinary action, up to and including termination of employment.

Managers are required to report any observed, known, or suspected harassment or intimidation to Human Resources. Disciplinary action will be taken if it is determined that a manager had knowledge of, and failed to report, harassment or intimidation.