RubinBrown Team Member Manual

POLICY CONTINUED Policy Title: Policy Number:

Harassment Prevention 202

Section:

Employment

RubinBrown has a zero tolerance policy against all forms of harassment. Harassment may occur in person, over the phone or voicemail, or electronically, including, but not limited to, e-mail, instant messaging, text messages and any form on on-line social media (e.g. Facebook, LinkedIn, Instagram, etc.). Harassment can occur in a variety of circumstances, including, but not limited to, the following: 1. The harasser can be the victim's supervisor, a supervisor in another area, an agent of the employer, a co-worker, RubinBrown customer, vendor, or other non-employee. 2. The victim does not have to be the person harassed, but can be anyone affected by the offensive conduct. 3. Unlawful harassment may occur without economic injury to, or discharge of, the victim. Harassment is typically more than petty slights, annoyances, or isolated incidents (unless extremely serious). It involves a pattern of abusive and degrading conduct directed against a protected class member that is sufficient to interfere with their work from sexual harassment or a hostile work environment. The victim or witness must reasonably believe that tolerating the intimidating, offensive, abusive or hostile work environment is a condition of continued employment. RubinBrown does not tolerate an environment in which harassment is being conducted by or directed at RubinBrown team members (including independent contractors or temporary team members), or conducted by or directed at employees of clients or vendors. Procedure: Training: All team members have a responsibility to treat others with dignity and respect at all times. All team members are expected to exhibit professional conduct, absent of behavior that could be considered harassment, during work, at work functions on or off the work site, and at all other firm-sponsored and participative events. All team members are required to complete biennial harassment prevention training to enhance their knowledge to fulfill this responsibility. Annual and/or additional harassment prevention training may be required based on city/state regulations. Internal Complaint Procedures: Team members who believe they have witnessed or have been subjected to any kind of harassment that conflicts with this policy should seek assistance from a member of management, their Career Advocate(s), or a representative of Human Resources. RubinBrown will promptly and thoroughly investigate all claims of harassment and will take prompt, remedial action commensurate with the circumstance, up to and including termination of employment, against those who engaged in violations of this policy. A Human Resource representative, or other official designated by RubinBrown will provide written notice to the employee who filed the complaint and the accused employee informing them of the outcome of the investigation. The notification will not include the recommended discipline in cases where a violation of this policy was found. Duty to Cooperate: Every employee shall have a duty to cooperate with the investigation. Failure to do so may result in disciplinary action. Additionally, every employee has the duty to be truthful and must disclose all information known to the employee when requested to do so by an appropriate person in the organization or the person designated by the organization to investigate an alleged incident of violence. Any employee who fails to be completely truthful or who withholds information shall be subject to disciplinary action.

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