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Sexual Harassment

For purposes of this policy, sexual harassment is defined as follows:

Unwelcome or unwanted sexual advances, requests for sexual favors, and other verbal, non-verbal, or physical conduct of a sexual nature when (1) submission to or rejection of this conduct by an individual is used explicitly or implicitly as a factor in decisions affecting hiring, evaluation, promotion, or other aspects of employment; or (2) this conduct substantially interferes with an individual’s employment or creates an intimidating, hostile, or offensive work environment.

Examples of sexual harassment include, but are not limited to, unwanted sexual advances; demands for sexual favors in exchange for favorable treatment or continued employment; repeated sexual jokes, flirtations, advances, or propositions; verbal abuse of a sexual nature; graphic commentary about an individual’s body, sexual prowess, or sexual deficiencies; leering; whistling; touching; pinching; assault; coerced sexual acts; suggestive insulting; obscene comments, gesture, and emails; and display in the work place of sexually suggestive objects or pictures.

If you believe that you have been the victim of sexual harassment in the work place, you should take the following steps:

A.  Report and discuss the matter with your supervisor.

B.  If you believe your supervisor or manager to be the source or a participant in the harassment, report this to another supervisor or member of management.

TempForce will investigate and attempt to resolve your complaint, as well as take any warranted disciplinary action, as soon as possible.  If for any reason you believe this has not occurred within a reasonable period of time, refer this problem to any other supervisor in the TempForce, or to the Owner.

Retaliation against any individual who makes a good faith complaint, or who cooperates in the investigation of any complaint, is strictly prohibited and should be reported immediately.