B.A.E.S.S. will not tolerate harassment, sexual harassment or retaliation in the workplace, whether committed by managers, co-workers, customers or any third parties.  Harassment based on an individual’s sex, race, national origin, age, disability, religion, sexual orientation or other legally protected characteristics is prohibited.

Purpose

• To provide a productive workplace free of harassment/sexual harassment or retaliation.
• To ensure that employees have a work environment where they feel safe and comfortable.

Employee Responsibilities

• Employees are expected to conduct themselves in a manner consistent with BAESS harassment/sexual harassment policy.
• Employees who believe they have been subjected to harassment/sexual harassment or retaliation are asked to follow these steps:
  1. Notify your immediate supervisor (Unless he/she is responsible for the harassment.). 
  2. If your immediate supervisor is responsible for the harassment, report it directly to their immediate supervisor.
  3. If you are uncomfortable reporting the harassment to someone within your center, you may report it directly to the Executive Director or the President or Chairman of the company.
• Employees are encouraged to report any and all harassment/sexual harassment and/or retaliation they believe has occurred against other employees.
• Employees involved in harassment/sexual harassment or retaliation investigations are expected to cooperate fully with management.  Confidentiality will be maintained to the extent possible.

Manager responsibilities

• Maintain a work environment that is free of harassment/sexual harassment or retaliation.
• Managers who are aware of or suspect harassment/sexual harassment or retaliation should contact the Executive Director, President or Chairman of the company for assistance in investigating and resolving the issue.

Executive responsibilities

• Work with employees and managers to investigate and resolve complaints of harassment/sexual harassment or retaliation.
• The executives are available for advice on how to handle situations where inappropriate behavior is apparent or suspected.
• Ensure the consistent application of this policy.