RubinBrown Team Member Manual

POLICY CONTINUED Policy Title: Policy Number:

Harassment Prevention 202

Section:

Employment

Retaliation: RubinBrown forbids retaliation against any individual who complains of harassment, reports harassment, or who assists, testifies or participates in an investigation. Retaliation includes, but is not limited to, taking disciplinary action against the employee, reassigning their duties or workspace, denying requests for leave, demotions, etc. Allegations of retaliation will be investigated, and appropriate remedial action will be taken. Any individual engaging in retaliatory behavior will be subject to disciplinary action, which may include termination of employment. For any suspected retaliation concerns, contact a supervisor, any manager, or Human Resources. Confidentiality: RubinBrown recognizes and respects an employee’s right to privacy and the need for confidentiality and the freedom to make their own decisions. RubinBrown shall maintain the confidentiality of an employee’s disclosure regarding sexual harassment to the extent allowed by law, and unless to do so would result in physical harm to any person, and/or jeopardize safety within the workplace. When information must be disclosed to protect the safety of individuals within the workplace, RubinBrown shall limit what information is disclosed as necessary to protect the safety of the disclosing employee and others, and to comply with the law. RubinBrown shall provide advance notice to the employee who disclosed information, to the extent possible, if the disclosure must be shared with other parties in order to maintain safety in the workplace or elsewhere. RubinBrown shall also provide the employee with the name and title of the person to whom RubinBrown intends to share the employee’s statements and shall explain why the information must be disclosed. RubinBrown has defined procedures for reporting and has implemented a confidential means of reporting unlawful acts such as discrimination, harassment or other alleged irregularities referred to as the “Reporting Hotline” (See Whistleblower Policy, Number 908). Leave Requests: RubinBrown recognizes that victims of sexual harassment may need time off to obtain or attempt to obtain a protection or restraining order or any other legal assistance to help ensure their health, and safety. RubinBrown will work in collaboration with the employee to provide reasonable and flexible leave options when an employee is a victim of sexual harassment. RubinBrown will work with employee to provide paid leave first before requiring an employee to utilize unpaid leave. An employee must provide reasonable advance notice to the employer of the need to take time off unless advance notice is not feasible. To request leave, employee should contact a Human Resources representative. RubinBrown will maintain the confidentiality of a person who requests leave under this policy, to the extent allowed by law. RubinBrown will also provide reasonable accommodations for a victim of sexual harassment who requests an accommodation for the safety of the victim or to maintain their work performance while at work. Reasonable accommodations may include the implementation of safety measures, including a transfer, reassignment, modified schedule, changed work telephone, changed workstation, installed lock, assistance in documenting the sexual harassment that occurs in the workplace, an implemented safety procedure, another adjustment to a job structure, workplace facility, or work requirement in response to the sexual harassment, or referral to a sexual harassment counseling service. RubinBrown will assist an employee to enforce his or her protection order, if applicable.

RUBINBROWN TEAM MEMBER MANUAL | 12