Standards of Business Policy
We don’t allow, nor will we tolerate any form of harassment or discrimination on the basis of race, ethnicity, nationality, religion, color, sex, sexual orientation, age, marital status, disability, pregnancy or any other basis prohibited by applicable law.
We strive to provide a workplace, and client environment free from any form of harassment or discrimination.
We believe in having and promoting a respectful, professional environment and expect every employee, and business partner, to show respect for all of our colleagues, customers, and vendors. Harassment by co-workers, supervisors, or any third party is a form of misconduct that destroys our positive environment and undermines the integrity and mission of our company. Our company is committed to providing a work environment and guest experience that is free of any unlawful discrimination, including harassment based on any legally protected status. The Company will not tolerate any form of discrimination or harassment that violates this policy. This policy applies to all employees of CHD, Inc., National Park Express, and Canyon Coach Lines at all locations.
All of our workers, at every level, will be subject to necessary discipline, up to and including discharge, for any violation of this policy. Employees are prohibited from harassing or discrimination of other employees, clients, or third parties whether on or off the employee premises, within our outside of the scope of work hours. We post our policy internally, physically, digitally and share publicly on our website, to inform all employees, partners and clients.
Sexual Harassment Policy
Employees are prohibited from any form of sexual harassment of other employees, clients, or third parties whether on or off the employee premises, within our outside of the scope of work hours. This includes any or all locations, during tours, transportation or while visiting attractions. We are committed to providing an environment free from any form of sexual harassment.
Defining Sexual Harassment
Sexual harassment is defined as any unwelcome conduct of a sexual nature that is offensive or persistent and interferes with an employee’s job performance or guest experience, or which creates an intimidating, offensive or hostile environment. Sexual harassment, as defined by the federal Equal Employment Opportunity Commission, is any unwelcome sexual advances, any requests for sexual favors, other verbal or physical conduct of a sexual nature. For example: submission to such conduct is made either explicitly or implicitly as a term or condition of an individual’s initial or continued employment; submission to or rejection of such advances or conduct by an individual when used as the basis for any employment decisions; or any such conduct that has the intent or result of unreasonably interfering with the work performance of an individual, or creating a hostile or offensive working environment or guest experience. Sexual harassment can be psychological and/or physical in nature. An accumulation of more minor incidents can constitute sexual harassment situation, even individual incidents might not be considered harassment.
Examples of Prohibited Conduct
Though sexual harassment can be defined and executed in a number of ways and methods, some examples of prohibited conduct include would include:
Unwelcome sexual advances, verbal sexual comments, sexually oriented gestures, noises, remarks, jokes, or comments about a person’s sexual preference, interest or sexual experience.
Physical assaults of any sexual nature including rape, molestation, sexual battery, or discussion/attempts to commit these assaults, suggestive touching, pinching, patting, holding, brushing against another employee’s body or grabbing of another employee’s body.
Any preferential treatment or indications of preferential treatment to an individual for submitting to sexual activity or conduct, including soliciting or attempting to solicit any individual to engage in sexual activity for compensation or reward, or intentionally making performance of the employee’s job more difficult because of that employee’s unwillingness to submit to such actions.
Retaliation for Sexual Harassment Complaints
If an employee or client feels that he or she is a subject of sexual harassment he or she may immediately inform the harasser that the conduct is inappropriate and needs to stop; if the conduct does not stop, or if the individual is unable to or uncomfortable in addressing the alleged harasser directly, he or she should report the incident to his or her own supervisor or to the human resource HR Director, Tessa Tang, firstname.lastname@example.org . It is helpful, but not required, to provide a written record of the date, time and nature of the incident(s) and the names of any witnesses.
All concerns or complaints of sexual harassment or inappropriate sexual conduct must be reported as soon as possible. All reports and claims will be addressed and investigated, and the company will take any necessary action to prevent or remediate the prohibited conduct from continuing or recurring.
Managers who knowingly allow or tolerate any sexual harassment or retaliation, which includes the failure to immediately report any misconduct to HR, stand in violation of this policy and subject to discipline, and up to dismissal.
After any reporting, our HR Manager will work to make sure all involved are aware of the seriousness of a sexual harassment complaint, as the investigation proceeds, and will explore options to resolve the situation, including informal resolution, arranging for a more formal investigation, and notifying the police in the case of any potentially criminal activities. A written report will be made preliminarily, as well as in summary of the investigation. The complainant and the respondent will be notified of the corrective actions to be taken, if any, and the execution of those actions.
The HR Manager will determine whether the case will proceed as an in-house investigation, or if a third party will be contracted to proceed with the investigation.
Complaint Resolution Procedures
Complaints should be submitted, in writing, if possible, as soon as possible after an incident has occurred. The HR Manager may assist the complainant in completing a written statement or, if requested. The following should be included within the written complaint: the name, and position of the person or persons allegedly committing harassment; a detailed description of the incident, including the date, location and the listing of any witnesses; the names of others who might have been subjected to similar harassment; listing of any attempts made to rectify the situation. All reports will be taken seriously and handled expeditiously.
Employees who violate this policy are subject to appropriate discipline, even including written reprimand, possible dismissal, and may also be subject to civil damages or criminal penalties.
Complaints and investigations are treated in a confidential manner, to the extent possible and information is disclosed strictly on a need-to-know basis. The identity of the complainant is normally revealed to the parties involved and the HR Manager necessary measures to ensure that the complainant is protected from any retaliation during the investigation, and after its resolution.
Other Available Procedures
Procedures that are available under this policy do not preempt or supersede legal procedures or remedies that may be otherwise available to a victim of sexual harassment under local, state or federal laws or mandates.
Our outlined step-by-step procedure in addressing a situation will include: informing both parties of next steps; begin thorough investigation; come to a conclusion, making an unbiased determination base on facts; establishment of next steps such as written warnings, termination, training, or determining that no harassment has occurred; communication of results to both parties; ensuring that future workplace situations are free from harassment.