This anti-harassment policy was last revised on June 15, 2018.
This anti-harassment policy concerns harassment, discrimination, and retaliation, and applies to all employees, interns, volunteers, third parties and agents of the employer, including supervisory and non-supervisory employees, and during all phases of employment. It also applies to protect employees in the workplace from unwelcome conduct by non-employees, and all reasonable actions will be taken to protect employees from the actions of clients, contractors, suppliers, and others.
BodySpec is committed to providing a workplace free from unlawful harassment and discrimination of any kind, including unlawful sexual harassment and harassment based on any characteristic protected by local, state or federal employment discrimination laws. These protected characteristics include, but may not be limited to, religion or religious creed, race, color, ethnic group identification, age, national origin, ancestry, physical disability, mental disability, medical condition, genetic information, marital status, military and veteran status, and sex, gender, gender identity, gender expression, or sexual orientation.
Retaliation is also against the law and this policy prohibits retaliation of any kind against individuals who resist or reject unlawful behavior, report any incidents of harassment or perceived harassment, or participate in an investigation.
Unlawful sexual harassment can include unwelcome sexual or gender-based conduct that unreasonably interferes with an individual's job performance or creates an intimidating, hostile, or offensive working environment. Common examples include:
- Verbal or written conduct such as derogatory comments, slurs, epithets, notes, messages, invitations, email or jokes
- Visual conduct such as leering, gesturing, sexually suggestive pictures, posters, or calendars; Internet or email materials that contain sexually explicit or suggestive pictures, cartoons or pornography
- Physical conduct such as unwelcome touching, hugging, or blocking someone's path in an inappropriate or sexual way
- Unwanted romantic conduct such as sexual advances, invitations, or attention
Unlawful sexual harassment also includes unwelcome sexual advances or requests for sexual favors where submission to such conduct is made an explicit or implicit term or condition of employment, or where submission to or rejection of such conduct is made the basis of employment decisions affecting an individual (quid pro quo harassment).
While it is not the intent of this policy to regulate the social interaction or relationships freely entered into by employees, there will be no tolerance for unwelcome conduct that violates this policy. Behavior that is inappropriate in our workplace includes abusive conduct, bullying and other forms of disruptive behavior.
Prevention is the best way to eliminate harassment in the workplace. All new employees, managers and supervisors will reeceive a copy of this policy when they are hired. A copy of this policy will also be publicly posted on the BodySpec website, and a link will be provided during each client's appointment process so that they are aware of the company’s policy, as part of the terms of service.
Any employee who believes he or she has been illegally harassed by a coworker, supervisor, client, agent of the employer, or by anyone else in the workplace, should promptly report the misconduct to his or her supervisor, or to the supervisor's supervisor if necessary.
It is the responsibility of every employee to immediately report any violation or suspected violation of this policy to the management team to attempt internal resolution. All complaints will be taken seriously and will be investigated in a fair, timely and thorough manner.
Procedure for Complaints
- Report complaints in writing, via email, to the Chief Operating Officer.
- Management will investigate these complaints in a timely manner. Management will reach out to all parties involved to gather more information.
- The investigation will be documented and tracked for reasonable progress and timely closure.
- Everyone concerned will be provided with due process.
- Confidentiality will be maintained to the fullest extent possible.
- Using the information gathered, the management team will determine whether there was a violation of the policy. Based on this determination, we will decide upon the appropriate action.
- For staff, this may include disciplinary action, up to and including termination.
- For clients, this may include written warnings, a ban from BodySpec services, or further recourse as necessary.
If you have questions about this policy, please email us at firstname.lastname@example.org or send a letter to:
Attn: Chief Operating Officer
5847 Uplander Way
Culver City, CA 90230