1. Discrimination and Harassment Free Workplace

2. Discrimination and Harassment Free Workplace
The dealership is committed to a discrimination and harassment free work environment.
All employees are expected to conduct themselves in a business-like and professional manner and not engage in discriminatory or harassing behavior.

3. Discrimination and Harassment Free Workplace Policy
We are an equal opportunity employer. It is the policy of the company that all employees have a right to work in an environment that is free from unlawful discrimination. This includes freedom from sexual harassment.
It is in the interest of the dealership to base employment decisions upon an individual's ability and performance. Our human resources policy is one which does not tolerate discrimination against job applicants or employees because of race, religion, color, national origin, gender, age, sexual orientation, veteran status, handicap or disability.
Our non-discrimination policy also extends to our customers and vendors.

4. Discrimination and Harassment Free Workplace Policy
Furthermore, the dealership will not tolerate any behavior which fosters an environment of harassment based on physical or cultural differences; this policy is also meant to ensure that an employee has a workplace free of sexual harassment (i.e. conduct of a sexual nature which affects employment decisions or interferes with ones work environment).
No employee will suffer any retaliation, intimidation or adverse employment action as a result of using the complaint procedure in good faith to report incidents that are perceived to be in violation of this anti‑discrimination policy.

5. Discrimination and Harassment Free Workplace
Protected class status under federal law includes:
race, color and national origin;
sex (includes pregnancy-related conditions);
religion;
age (40 and older);
disability;
a person who uses leave covered by the Federal Family and Medical Leave Act;
a person who uses Military Leave;
a person who associates with a protected class;
a person who opposes unlawful employment practices, files a complaint or testifies about violations or possible violations; and
any other protected class as defined by federal law.

6. Discrimination and Harassment Free Workplace
*Examples of discrimination include:
The dealership refusing to hire a well qualified candidate because she is pregnant.
Upon “discovering” an employee’s age, a supervisor transfers a well qualified 52 year old employee from sales to a job requiring “less energy”.

7. Discrimination and Harassment Free Workplace
Examples of workplace harassment include:
An employee repeatedly addresses coworkers with derogatory comments or stereotypes related to their race or religion.
An employee tries to get a coworker to resign by spreading untrue, malicious gossip about the coworker, because of the coworker’s disability.

8. Discrimination and Harassment Free Workplace
Sexual Harassment is
Unwelcome, unwanted, or offensive sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature when:
1. Submission to the conduct is made either explicitly or implicitly a term or condition of the individual’s employment; or is used as a basis for any employment decision (granting leave requests, promotion, favorable performance appraisal, etc.); or
2. The conduct is unwelcome, unwanted, or offensive and has the purpose or effect of unreasonably interfering with an individual’s work performance, or creating an intimidating, hostile or offensive working environment.

9. Discrimination and Harassment Free Workplace
Any employee believing they have been subjected to discrimination, workplace harassment or sexual harassment should report that behavior to their immediate supervisor, another member of management, General Manager or Human Resources.
A complaint may be made verbally or in writing.
If you receive a complaint, let your General Manager know right away and contact HR.

10. Discrimination and Harassment Free Workplace
Why is it important for employees to report discrimination, workplace harassment and sexual harassment?
Answer
Discrimination ,workplace harassment and sexual harassment can cause:
Employees to be hurt emotionally
Productivity to go down
Absenteeism to go up
The work of the dealership to be jeopardized
Employees to be fearful of others
Workplace morale to be reduced
When management knows about the problem it can be corrected
Discrimination, workplace harassment and sexual harassment must be stopped!

11. Discrimination and Harassment Free Workplace
Why do employee’s hesitate to report discrimination, workplace harassment and sexual harassment?
Answer
Fear of losing their job
Fear of retaliation
Fear of getting someone into trouble
Fear of disrupting the workplace
Fear of being accused of having no sense of humor
Fear of being embarrassed
Fear of feeling like “less of a man/woman”
Fear of not being believed. Discrimination and harassment are generally subtle and inconspicuous.

12. Discrimination and Harassment Free Workplace
An employee who harasses another employee because of their protected class status, or sexually harasses another employee, while away from the dealership and outside of working hours, may be subject to the provisions of this policy if that conduct has a negative impact on the environment at work and/or working relationships and/or the employer’s business.
Even consensual relationships can impact the work environment when one party decides they no longer wish to participate.
Supervisor/subordinate relationships can also impact the work environment because of actual or perceived preferential treatment.

13. Discrimination and Harassment Free Workplace
If a complaint involves the conduct of a vendor, management will address the problem behavior with the vendor and require prompt, appropriate action.
If a complaint involves the conduct of a customer, or visitor, the dealership should follow the internal procedures for investigation and take prompt, appropriate action.

14. Discrimination and Harassment Free Workplace
Scenario: A vendor is contracted to maintain the office copy machine. Each time the vendor makes a service call the vendor tells a dirty joke. Some employees can’t wait for the machine to break down, just so they can hear the latest joke.
Even though no employees have complained, what is the supervisor’s responsibility?
Answer
The supervisor has an obligation to maintain the integrity of the office environment.
The supervisor should direct the employees back to work.
Even though the vendor is not an employee, the supervisor should tell the vendor to stop telling dirty jokes.
The supervisor should contact the company holding the contract and report the behavior and request prompt corrective action.

15. Discrimination and Harassment Free Workplace
Retaliation
Retaliating against employees who file complaints, participate in investigations, or report observing discrimination, workplace harassment or sexual harassment is prohibited.
If an employee believes they have been retaliated against, the employee should report the retaliatory behavior to their supervisor, the General Manager, or the company’s Human Resources.
Complaints of retaliation will be investigated promptly.

16. Discrimination and Harassment Free Workplace
Harassment is limited to exchanges between men and women.
False
Harassment can occur between men and women, women and women, and men and men.

17. Discrimination and Harassment Free Workplace
Only a member of management has the power to eliminate discrimination, workplace harassment and sexual harassment in the workplace.
False
Only a supervisor/manager has the authority to discipline an employee for engaging in discrimination, workplace harassment or sexual harassment.
Employees at every level of the agency have the power to prevent and eliminate discrimination, workplace harassment and sexual harassment by:
Being a role model for appropriate workplace behavior;
Not engaging in it; and
Being comfortable enough to tell each other respectfully when they have been offended.

18. Discrimination and Harassment Free Workplace
If I tell my manager I am being harassed my manager can guarantee my name will be kept out of it.
False.
A manager receiving a report of harassment has an obligation to keep the information as confidential as possible.
Human Resources and specific members of management may need to have some or all of the information from your report.
In order for the accused to answer questions and defend him/herself, he/she will need specifics.
Witnesses will be given limited information.

19. Discrimination and Harassment Free Workplace
Together we must work to create and maintain a work environment that is free from discrimination, workplace harassment and sexual harassment.