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EEO, D&I, ADA, & HARASSMENT POLICY
<br />Updated September 1, 2023
<br />Equal Opportunity Employer No application of this policy will violate any applicable local, state, or federal law.
<br />Employee Policies are subject to change at any time without notice to employees.
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<br />Harassment and Complaint Procedure
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<br />It is the company’s policy that all employees enjoy a safe working environment free from unreasonable
<br />interference, intimidation, hostility, or offensive behavior of managers, co-workers, or visitors. The
<br />Company acknowledges that harassment is against the law and will not be tolerated.
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<br />Overview
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<br />The Company will strive to maintain a workplace that is free of harassment of any kind and from any
<br />source. It is L-D’s policy to prohibit intentional and unintentional harassment of or against job applicants,
<br />contractors, interns, volunteers, or employees by another employee, supervisor, vendor, customer, or
<br />third party based on actual or perceived race, color, creed, religion, national origin, ancestry, citizenship
<br />status, age, sex or gender (including pregnancy, childbirth, and pregnancy-related conditions), gender
<br />identity or expression (including transgender status), sexual orientation, marital status, military service
<br />and veteran status, physical or mental disability, genetic information, or any other characteristic
<br />protected by applicable federal, state, or local laws. Such conduct will not be tolerated by L-D.
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<br />Furthermore, any retaliation against an individual who has complained about sexual or other harassment
<br />or retaliation against individuals for cooperating with an investigation of a harassment complaint is
<br />similarly unlawful and will not be tolerated. L-D will take all reasonable steps necessary to prevent and
<br />eliminate unlawful harassment.
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<br />Definition of “unlawful harassment.”
<br />“Unlawful harassment” is conduct that has the purpose or effect of creating an intimidating, a hostile, or
<br />an offensive work environment; has the purpose or effect of substantially and unreasonably interfering
<br />with an individual’s work performance; or otherwise adversely affects an individual’s employment
<br />opportunities because of the individual’s membership in a protected class.
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<br />Unlawful harassment includes, but is not limited to, epithets; slurs; jokes; pranks; innuendo; comments;
<br />written or graphic material; stereotyping; or other threatening, hostile, or intimidating acts based on race,
<br />color, ancestry, national origin, gender, sex, sexual orientation, marital status, religion, age, disability,
<br />veteran status, or another characteristic protected by state or federal law.
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<br />Definition of “sexual harassment.”
<br />While all forms of harassment are prohibited, special attention should be paid to sexual harassment.
<br />“Sexual harassment” can include all the above actions, as well as other unwelcome conduct, and is
<br />generally defined under both state and federal law as unwelcome sexual advances, requests for sexual
<br />favors, and other verbal or physical conduct of a sexual nature whereby:
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<br /> Submission to or rejection of such conduct is made either explicitly or implicitly as a term or
<br />condition of any individual’s employment or as a basis for employment decisions.
<br /> Such conduct has the purpose or effect of unreasonably interfering with an
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