
<p>Sexual harassment is a violation of Title VII of the Civil Rights Act of 1964. Accordingly, Destination Hope, Inc. (the Company) 'will not tolerate any person (including managers, supervisors, associates, clients, or vendors), male or female, sexually harassing an associate. It is Destination Hope, Inc.'s objective to provide associates with a workplace free from sexual harassment. </p>
<p>Sexual harassment includes, but is not limited to sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature when:</p>
<ol>
<li>Submission to such conduct is made either explicitly or implicitly a term or condition of an individual's employment;</li>
<li>Reaction to such conduct by an individual is used as the basis for employment decisions affecting such individual; or</li>
<li>Such conduct has the purpose or effect of interfering with an individual's work performance or creating an intimidating, hostile, or offensive working environment.</li>
</ol>
<p>Examples of sexual harassment include, but are not limited to:</p>
<ul>
	<li>Verbal - Sexual innuendoes, suggestive comments, jokes of a sexual nature, sexual propositions or threats.</li>
	<li>Non-Verbal - Sexually suggestive objects or pictures, graphic commentaries, suggestive or insulting sounds, leering, whistling, or obscene gestures.</li>
	<li>Physical - Unwanted physical contact, including touching, pinching, brushing the body or pushing.</li>
</ul>
<p><strong>All</strong> personnel must comply with this policy and take appropriate measures to ensure that such conduct does not occur. Violations of this policy may result in disciplinary action up to and including termination. Even one incident may subject the individual or employee to discipline up to and including termination, as the Company will view the incident from the perspective of a reasonable person of the same sex as a person being harassed to determine if the action is offensive. In the case of non- Destination Hope, Inc. employees, discipline is not an option and other measures will be considered.</p>
<p>Persons who believe they or any other person(s) have been the subject of sexual harassment should immediately report the matter to their immediate supervisor so that the matter can be investigated and appropriate steps taken. All supervisors are responsible for supplying the employee with a Harassment Investigation Consent/Complaint Form and submitting a completed copy of the form to the Human Resource's office. There will be no action taken against anyone who complains of sexual harassment unless such accusation is shown to be intentionally false. Under no circumstances need the individual report the harassment to the person he or she is accusing of sexual harassment. Destination Hope, Inc. will, to the maximum extent feasible, maintain the confidentiality of such complaints. However, the investigation of such complaints will generally require disclosure to various persons on a need-to-know basis.</p>
<h3>Equal Employment Opportunity Policy</h3>
<p>Destination Hope, Inc. (the Company) prides itself on providing its employees with a work environment in which all individuals are treated with respect and dignity. The Company is an equal opportunity employer, which means we are committed to providing equal employment opportunity to all employees and applicants for employment without regard to race, color, creed, religion, sex, sexual orientation, national origin, age, status as a Vietnam era or special disabled veteran, marital status, disability or handicap. This policy applies to all terms and conditions of employment including, but not limited to hiring, placement, promotion, termination, layoff, recall, transfer, leave of absence, compensation and training. </p>
<p>Specifically, the Company prohibits:</p>
<ul>
	<li>Unwelcome sexual advances;</li>
	<li>Requests for sexual or personal favors;</li>
	<li>
		All other verbal or physical conduct of a sexual or otherwise offensive nature in that: 
		<p>Submission to such conduct is made either explicitly or implicitly a term' or condition of employment;</p>
		<p>Submission to or rejection of such conduct by an individual is used as the basis for employment decisions affecting such individual; </p>
		<p>Such conduct has the purpose or effect of unreasonably creating an intimidating, hostile or offensive working environment.</p>
	</li>
</ul>

<p>It is the responsibility of each member of management to create an atmosphere free of harassment, sexual or otherwise. In addition, it is the responsibility of each employee to respect the rights of coworkers. </p>
<p>If an employee experiences any job-related harassment, has a related complaint, or believes they are or have been treated in an unlawful manner, they should promptly report the matter to their immediate supervisor who will provide the employee with an Investigation Consent/Harassment Complaint Form along with reporting the incident to the Destination Hope, Inc. Human Resource's office. If the affected employee deems a discussion with the supervisor inappropriate, the employee should report the incident directly to Destination Hope, Inc. Human Resource's office, and they will then initiate an investigation. Should the investigation determine that an individual has harassed another employee, disciplinary action, up to and including termination, will be taken against the offending employee. The Company will not retaliate against an employee for reporting such matters or for assisting the Company in its investigation of such report.</p>
<h3>The EEOC Sexual Harassment Guidelines</h3>
<p>Harassment on the basis of sex is a violation of Title VII, Section 703 of the Civil Rights Act. Unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature constitute sexual harassment when:</p>
<ol>
	<li>Submission to such conduct is made either explicitly or implicitly a term or condition of an individual's employment,</li>
	<li>Submission to or rejection of such conduct by an individual is used as the basis for employment decisions affecting such individual, or</li>
	<li>Such conduct has the purpose or effect of unreasonably interfering with an individual's work performance or creating an intimidating, hostile, or offensive working environment.</li>
</ol>
<p>In determining whether alleged conduct constitutes sexual harassment, the EEOC will look at the record as a whole and the totality of the circumstances, such as the nature of the sexual advances and the circumstances in which alleged incidents occurred. The determination of the legality of a particular action will be made from the facts, on a case by case basis.</p>
<p>An employer is responsible for its acts and those of its supervisory, managerial and executive employees with respect to sexual harassment regardless of whether the specific acts complained of were authorized or even forbidden by the employer and regardless of whether the employer knew or should have known of their occurrence. The EEOC will examine the circumstances of the particular employment relationship and the job functions performed by the individual in determining whether an individual acts in either a supervisory or agency capacity.</p>
<p>With respect to conduct between fellow employees, an employer is responsible for acts of sexual harassment in the workplace where the employer (or its supervisory, managerial and executive employees) knows or should have known of the conduct, unless it can show that it took immediate and appropriate corrective action. </p>
<p>An employer may also be responsible for the acts of non-employees, with respect to sexual harassment of employees in the workplace, where the employer (or its supervisory, managerial and executive employees) knows or should have known of the conduct and fails to take immediate and appropriate corrective action.</p>
<p>In reviewing these cases, the EEOC will consider the extent of the employer's control and any other legal responsibility which the employer may have with respect to the conduct of such non- employees.</p>
<p>Prevention is the best tool for the elimination of sexual harassment. An employer should take all steps necessary to prevent sexual harassment from occurring, such as affirmatively raising the subject expressing strong disapproval, developing appropriate sanctions, informing employees of their right to raise and how to raise the issue of harassment under Title VII, and developing methods to sensitize all concerned.</p>
<h3>Examples of Sexual Harassment</h3>
<ul>
	<li>Touching</li>
	<li>Personal Invasion</li>
	<li>Off-color Jokes/Remarks of a Sexual Nature Suggestive Comments</li>
	<li>Non-verbal Language</li>
	<li>Sexual Propositions and Intimidation</li>
</ul>
<h3>Acknowledgement of Receipt</h3>
<p>I acknowledge receipt of my personal copy of Destination Hope, Inc.’s Sexual Harassment Policy that also includes EEOC Sexual Harassment Guidelins. I understand that it is my responsibility to read and to become familiar with this information and comply with the policy, rules and guidelines contained here in.</p>
<p>I also understand that should I ever have any questions about the policy set forth, I will contact the Executive Director for clarification.</p>
