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Overview
ABX Air, Inc., is committed to maintaining a work environment that is
pleasant, safe, comfortable, and free from intimidation, hostility, or other
offenses that might interfere with your ability to do your job. Harassment of
any kind (verbal, physical, visual, or sexual) will not be tolerated and will
lead to disciplinary action, up to and including termination.
Core Requirements
 | Harassment, whether committed by members of management, non-supervisory
personnel, customers, or other persons, will not be tolerated in the workplace
at ABX Air, Inc. |
| Any employee who reports harassment is assured a prompt, thorough, and
discreet investigation. |
| Harassment is judged to be offensive by the victim’s perception – not
that of the alleged harasser.
Harassment can exist if the harasser does not intend to harass, but the victim
perceives it as such. |
| It is against the law and our policy to retaliate in any way against the
person(s) coming forward with a harassment allegation or providing information
to an investigation. |
Definitions
| ABX Air, Inc., is an equal opportunity employer. The company
prohibits any form of unlawful employee harassment or discrimination based on
race, color, religion, gender, national origin, age, marital status,
disability, veteran status, sexual orientation, or status in any group
protected by federal, state, or local laws. |
| Harassment can take many forms. It may be, but is not limited to,
offensive words, jokes, signs, pranks, intimidation, physical contact,
nonverbal actions, or violence. |
| We are committed to maintaining a work environment free from sexual
harassment. Sexual harassment is unwelcome conduct of a sexual nature
when: |
- Submission to or rejection of the conduct is made either explicitly or
implicitly a term or condition of an individual’s employment;
- Submission to or rejection of the conduct is used as the basis for
employment decisions regarding that individual; or
- The conduct substantially interferes with an individual’s employment or
creates an intimidating, hostile, or offensive work environment.
| Examples of sexually harassing conduct can be, but is not limited to,
sexual jokes or innuendoes, unwelcome sexual requests or demands, sexual
gestures or sounds, displaying sexually offensive pictures,
unwanted touching or attention, or cornering the victim. |
Reporting Workplace Harassment
While we understand how uncomfortable it may be to discuss a harassment
situation, in order for us to effectively resolve harassment situations, we need
know when they are occurring. Employees must report the incident(s) as soon as
possible to their supervisors, a member of management, or Employee Relations. We
will conduct a prompt, thorough, confidential investigation of each claim of
harassment.
Employee Responsibility
| Understand the definition and serious nature of Workplace Harassment, and
conduct yourself accordingly. |
| Contact management or Employee Relations immediately if you are
subjected to harassment or if you are aware of a harassment situation at ABX
Air, Inc. |
| Cooperate in any investigation and act proactively to keep the workplace
free of harassment. |
| Do not retaliate in any way against the person(s) coming forward with the
harassment allegation or providing information to the investigation. |
| Maintain the confidentiality of all harassment investigations. Only those
with a business "need to
know" will participate in discussions regarding the investigation. |
Leadership Responsibility
| Follow policy guidelines and involve Employee Relations in all harassment
claims. |
| Promptly and thoroughly investigate every harassment complaint and take
corrective action if harassment is found to have occurred. |
| Maintain complete documentation of any allegation of harassment,
investigation, and any remedial action. |
| Keep all harassment complaints strictly confidential. Only those with a
business "need to know" will participate in discussions or
investigations regarding alleged complaints. |
| Proactively monitor and control the work area to prevent workplace
harassment. Keep the employees informed about the policy. |
| Attend the company-sponsored Harassment Prevention Training. |
| Do not retaliate in any way against the person(s) coming forward with the
harassment allegation or providing information to the investigation. |
| As a lead or member of management, do not date an ABX employee over whom you
have authority. If you have an interest in dating someone who reports to you,
whether directly or indirectly, you must notify your supervisor so alternate
arrangements, if any, can be determined. |
Revision History:
Oct. 5, 2004 |
