Pomodoro's zero tolerance anti-harassment and equal opportunity policy

Zero Tolerance Anti-Harassment Policy

What Is Sexual Harassment?

Disabilities

Drug-Free Workplace

Pomodoro strives to be an industry leader in the treatment of our staff. Each and every person in our human resources team will be treated as Pomodoro's most valuable asset. This policy guide has been prepared to outline the company's policies towards employment related policies and regulations. The procedures, practices, and policies are intended to create a safe work environment that will let our employees flourish. Therefore Pomodoro has a strict no-tolerance policy toward all forms of harassment for the protection of the entire organization and its members. This manual will outline some of the key features of the human resources policies for both the U.S. divisions as well as the divisions around the world.

III. Zero Tolerance Anti-Harassment Policy

Pomodoro, Ltd. Employees is committed to a no tolerance anti-harassment policy towards all of its employees in all locations domestically and internationally. Each employee has the right to work in a professional environment that prohibits any form of unlawful discrimination or harassment. Pomodoro maintains a zero-tolerance policy towards harassment and any employee guilty of violating this policy will be subject to termination from their positions.

What Is Sexual Harassment?

Unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature constitute sexual harassment when (U.S. Deparment of State, N.d.):

1) An employment decision affecting that individual is made because the individual submitted to or rejected the unwelcome conduct; or

2) The unwelcome conduct unreasonably interferes with an individual's work performance or creates an intimidating, hostile, or abusive work environment.

Certain behaviors, such as conditioning promotions, awards, training or other job benefits upon acceptance of unwelcome actions of a sexual nature, are always wrong. Unwelcome actions such as the following are inappropriate and, depending on the circumstances, may in and of themselves meet the definition of sexual harassment or contribute to a hostile work environment (U.S. Deparment of State, N.d.):

Sexual pranks, or repeated sexual teasing, jokes, or innuendo, in person or via e-mail;

Verbal abuse of a sexual nature;

Touching or grabbing of a sexual nature;

Repeatedly standing too close to or brushing up against a person;

Repeatedly asking a person to socialize during off-duty hours when the person has said no or has indicated he or she is not interested (supervisors in particular should be careful not to pressure their employees to socialize);

Giving gifts or leaving objects that are sexually suggestive;

Repeatedly making sexually suggestive gestures;

Making or posting sexually demeaning or offensive pictures, cartoons or other materials in the workplace;

Off-duty, unwelcome conduct of a sexual nature that affects the work environment.

The victim of any form of sexual harassment can be of any gender as well as the victim and harasser being of the same gender. Furthermore, the harasser can be a supervisor, peer, subordinate, or even a non-employee or third-party contractor. Any reports of any form of harassment, whether sexual or not, will be quickly and comprehensively investigated.

IV. Disabilities

Pomodoro will strive to be compliant with all ADA regulations in both U.S. locations as well as locations worldwide.

The Americans with Disabilities Act (ADA) is a Federal civil rights law that prohibits discrimination against people with disabilities in everyday activities, such as buying an item at the store, going to the movies, enjoying a meal at a local restaurant, exercising at the health club, or having the car serviced at a local garage (Department of Justice, N.d.).

To meet the goals of the ADA, the law established requirements for businesses of all sizes. Businesses that serve the public must modify policies and practices that discriminate against people with disabilities; comply with accessible design standards when constructing or altering facilities; remove barriers in existing facilities where readily achievable; and provide auxiliary aids and services when needed to ensure effective communication with people who have hearing, vision, or speech impairments (Department of Justice, N.d.). All businesses, even those that do not serve the public, must comply with accessible design standards when constructing or altering facilities.

V. Drug-Free Workplace

Pomodoro, Ltd. has a drug-free workplace policy that prohibits employees from using any illegal drug either in or out the workplace. Random drug screening may be performed at any time to ensure the safety of employees at all times. Furthermore, any legal but mind or mood altering (alcohol, or over-the-counter) medications will also not be tolerated at work. Employees who are taking medication that has been prescribed by a doctor must register this information with the HR department if the medication may interfere with an employee's duties or responsibilities in any way.