It is TAG’s policy that all employment relationships shall be conducted in an environment that is not hostile or offensive. Harassment based on an individual’s age, race, creed, color, religion, national origin, sex, disability, marital status, veteran status, or any other basis prohibited by applicable local, state or federal law will not be tolerated at TAG. Harassment of any sort, including sexual harassment, is strictly prohibited.
Sexual harassment is defined as “unwelcome sexual advances, requests for sexual favors and other verbal or physical contact of a sexual nature where such conduct is made explicitly or implicitly a term or condition of employment, is used as a basis for employment decisions, or has the purpose or effect of interfering with work performance or creating an otherwise hostile or offensive environment.”
Offensive conduct (in general or directed at one person) may include such things as making jokes of a sexual nature, suggestive comments, unsolicited gifts of a sexual nature and physical contact.
If you believe you have been subjected to harassment by a supervisor, fellow employee, client or any other person in connection with your employment at TAG, you should immediately bring the matter to the attention of your TAG supervisor.
If the complaint involves your TAG supervisor or you feel uncomfortable discussing the matter with him or her, please call (800) 794-6098 and report the matter to The Arnold Group’s corporate office.
All complaints of harassment will be investigated promptly. Investigation of complaints will be treated confidentially within the bounds of the law and the investigation. No employee will suffer adverse employment action by TAG as a result of bringing any good faith harassment complaint to the company’s attention.
If TAG determines that harassment has occurred, effective remedial action will be taken. TAG will not retaliate against any employee who complains of sexual harassment or who participates in an investigation process. Any employee who is found to have engaged in harassment or retaliation against an employee for exercising rights protected by this policy will be subject to appropriate discipline, up to and including termination.
If investigation results in a finding that a person who has accused another of harassment has maliciously or recklessly made false accusations, the accuser will be subject to appropriate sanctions up to and including termination.