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St. Jude Children's Research Hospital has adopted a policy of "zero-tolerance" with respect to unlawful employee harassment. The purpose of this policy is to define harassment, to provide procedures for the investigation of harassment claims, and to ensure that violations are remedied fully, in compliance with Title VII of the Civil Rights Act of 1964, the Age Discrimination in Employment Act, and the Americans with Disabilities Act.
St. Jude will not permit or condone any form of harassment, including harassment based on sex, race, color, religion, gender, national origin, age, sexual preference, or disability. St. Jude will not tolerate harassment of employees by a manager, co-worker, vendor, patient, patient family, or anyone else. Employees are prohibited from harassing other employees, whether or not the incidents of harassment occur on St. Jude premises and whether or not the incidents occur during working hours.
Harassment is verbal or physical conduct that denigrates or shows hostility or aversion toward a person because of that person’s sex, race, color, religion, gender, national origin, age, sexual preference, or disability when such conduct:
Unlawful harassment includes, but is not limited to, the following:
Harassment may be present when the intended target of the conduct is not offended, but others reasonably find the conduct intimidating, hostile, or abusive.
Sexual Harassment. Sexual harassment is unwanted sexual attention of a persistent or offensive nature made by a person who knows, or reasonably should know, that such attention is unwanted. Sexual harassment includes sexually oriented conduct that is sufficiently pervasive or severe to unreasonably interfere with an employee's job performance or to create an intimidating, hostile, or offensive working environment. Although sexual harassment encompasses a wide range of conduct, some examples of specifically prohibited conduct include the following:
Sexual harassment can be physical, psychological, or both in nature. An aggregation of a series of incidents can constitute sexual harassment even if one of the incidents considered on its own would not be harassing.
Confidentiality. All harassment complaints will be kept confidential to the extent possible, consistent with the conduct of a full and fair investigation. Communications will be made to others on a limited "need to know" basis. Employees violating confidentiality are subject to immediate discipline.
Retaliation. There will be no retaliation against any employee for reporting or filing complaints of harassment.
Disciplinary Action. Any violation of this policy will result in disciplinary action up to and including immediate termination of employment. Employees or managers who knowingly tolerate or allow harassment of any kind are in violation of this policy and subject to discipline.
Reporting Harassment. Any employee or manager who experiences or is aware of violation of this policy must immediately report such violation. Violations may be reported to any of the following:
Management Responsibilities. All managers must deal expeditiously and fairly with allegations of harassment within their departments whether or not there has been a written or formal complaint. Managers are responsible for the following:
Employee Responsibilities. All employees are responsible for complying with the spirit and letter of this policy, displaying appropriate behavior in the workplace, using proper channels to report harassment complaints, and cooperating fully with any ongoing investigation of harassment. All incidents of harassment must be reported regardless of their seriousness.
Human Resources Responsibilities. Human Resources is responsible for the following:
As soon as possible after an incident of alleged harassment, employees are expected to report harassment complaints to their manager or department head, or employees may elect to report complaints directly to Human Resources. When a manager is aware of any harassment or any complaint of harassment, the manager will be responsible for immediately contacting Human Resources. Human Resources will work with the manager or employee to determine the most appropriate resolution method.
Human Resources will begin an investigation within 5 working days after a complaint has been filed. The investigation will generally be completed within 15 working days after receipt of the complaint. Except in the most unusual circumstances, the investigation will be completed within 30 working days. If an investigation results in a finding that this policy has been violated, the mandatory minimum discipline is a written reprimand. The discipline for very serious or repeat violations is termination of employment.
Manager: Any employee with supervisory responsibilities.
Civil Rights Restoration Act of 1987 (P.L. 103-382)
Civil Rights Act of 1991 (P.L. 102-166)