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DRUGS <br />The company has in place a substance abuse policy which incorporates he <br />provisions of the Drug -Free Workplace Act of 1988, ,All employees must abide by all of <br />the terms and conditions of this policy while employed by Milim Enterprises. In this <br />regard, employees are required to read the policy and sign a statement acknowledging <br />their understanding of the policy and intent to follow the policy. Any employee who <br />reports for work or who is at work is subject to chemical screening and/or blood/alcohol <br />testing to determine the presence of unauthorized drugs in the body. <br />POLICY ON HARASSMENT <br />Consistent with our policy of equal employment opportunity, harassment in the <br />workplace based on a person's race, sex, religion, national origin, age, or disability will <br />not he tolerated concerning employees or applicants for employment. <br />One aspect of our policy requiring some clarification is the prohibition of any <br />form of sexual harassment in the workplace. The following describes the type of conduct <br />that is prohibited as well as the complaint provisions to investigate and remedy any <br />problems that may arise. <br />Sexual harassment includes unwelcome sexual advances, requests for sexual <br />favors, and other verbal, visual or physical conduct of a sexual nature. No employee shall <br />threaten or insinuate, either explicitly or implicitly, that another employee's or applicant's <br />refusal to submit to sexual advances will adversely affect that person's employment, work <br />status evaluation, wages, advancement, assigned duties, or any other condition of <br />employment or career development. Similarly, no employee shall promise, imply or grant <br />any preferential treatment in connection with another employee or applicant engaging in <br />sexual conduct. <br />Sexual harassment also includes unwelcome sexual flirtations, advances or <br />propositions, verbal abuse of a sexual nature, subtle pressure or requests for sexual <br />activities, unnecessary touching of an individual, graphic or verbal commentaries about <br />an individual's body, sexually degrading words used to describe an individual, a display <br />of sexually suggestive objects or pictures in the workplace, sexually explicit or offensive <br />jokes, or physical assault. <br />Any employee who feels that he/she is a victim of sexual harassment, including <br />but not limited to, any of the conduct listed previously, by any supervisor, management <br />official. other employee. customer. client or any other person in connection with <br />employment at Mihm Enterprises should bring the matter to the immediate attention of <br />his/her supervisor or the president or vice president of Mihm Enterprises. <br />If that would prove to be uncomfortable, an employee may directly contact any <br />other member of management. Every effort will be made to promptly investigate all <br />allegations of harassment in as confidential a manner as possible and appropriate <br />corrective action taken if warranted. <br />After an investigation, any employee determined to have engaged in sexual <br />harassment in violation of this policy will be subject to appropriate disciplinary action up <br />to and including termination of employment. <br />Mihm Enterprises 02001 Employee Handbook Ver1.3 29 <br />