’s (the “Company”) policy to provide a work environment based on mutual respect and that encourages productive and cooperative work. Harassment based on an employee’s race, sex, color, national origin, religion, age, disability, or any other classification protected by law is inconsistent with that policy and will not be tolerated. Harassment includes, but is not limited to, slurs, jokes, teasing, or name-calling directed at one of the above categories. The Company will not tolerate harassment and will promptly investigate and address all reported allegations, including taking any appropriate disciplinary action. Harassment of employees by clients, customers, contractors, vendors, or other nonemployees of the Company with whom employees interact also is prohibited. The Company will not permit retaliation against an employee for filing a complaint of harassment or cooperating in a harassment investigation. Sexual Harassment Sexual harassment is a type of harassment and is defined as unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct/contact of a sexual nature when:  Submission to such conduct is made, either explicitly or implicitly, a term or condition of an individual’s employment  Submission to or rejection of such conduct by an individual is used as the basis for employment decisions affecting such individual; or  Such conduct has the purpose or effect of substantially interfering with an individual’s work performance or creating any intimidating, hostile, or offensive working environment. Some examples of conduct that can create a hostile working environment include, but are not limited to, unwelcome touching, sexually explicit language, obscene gestures, staring, sexual jokes, display of sexually explicit materials, graphic or suggestive comments about an individual’s body or manner of dress, and derogatory comments based on sex. Complaint Procedure Do not assume the Company is aware of your harassment problem. It is your responsibility to bring your complaints and concerns to our attention so that we can help resolve them. All employees are responsible for keeping our workplace free of harassment. Any employee who experiences or observes conduct which he or she believes constitutes harassment or retaliation should report this problem to the Director of Human Resources. These different means of reporting complaints are provided so that an employee does not have to deal directly with a person whom the employee believes engaged in inappropriate conduct. All complaints will be investigated impartially, promptly, thoroughly, and as confidentially as possible. Employees are expected to cooperate in the investigative process. When the Company determines that a violation of this policy has occurred, appropriate disciplinary action, up to and including immediate termination, will be taken. The Company will not permit retaliation against an employee for filing complaints of harassment or cooperating in a harassment investigation. What the Company Will Do About Complaints of Harassment: The Company will investigate all incidents of harassment and determine the remedy where appropriate. Disciplinary action, up to and including termination from employment, may be taken. The Company will discuss with the complainant the outcome of the investigation and may ask for

Anti-Harassment Policy: Apr 12, 2012 National Produce & Packaging Company s.a.l.

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however. 2012 National Produce & Packaging Company s. complete confidentiality may not always be possible because of the need to conduct an investigation and take the steps necessary to eliminate harassment. This policy prohibits any retaliation against any employee raising a complaint or providing information concerning an alleged violation of this policy. Anti-Harassment Policy: Apr 12.l. Page 2 of 2 . The Company will also discuss the outcome of the investigation and any disciplinary actions with the alleged offender. the Company will respect the privacy of all concerned. In conducting an about the complainant’s preferred resolution.

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