PARTNERS HARASSMENT / ANTI-DISCRIMINATION / RETALIATION POLICY

Anti-Harassment/Discrimination/Retaliation Policy

KaizenCX is committed to providing a work environment free of discrimination, harassment, disrespectful or other unprofessional conduct. The Company’s policy prohibits conduct that is disrespectful, unprofessional as well as discrimination or harassment based on race, color, religion, religious creed (including legally protected religious dress and religious grooming), sex (including pregnancy, perceived pregnancy, childbirth, breastfeeding, or related medical conditions), gender, gender identity, gender expression, national origin, ancestry, citizenship, age, physical or mental disability, legally protected medical condition or medical information (including genetic information), family care or medical leave status, military caregiver status, military status, veteran status, marital status, domestic partner status, sexual orientation, status as a victim of domestic violence, sexual assault or stalking, enrollment in a public assistance program, or any other characteristic protected by federal, state or local laws. 

All such conduct violates Company policy.

This policy applies to all persons involved in the operation of the Company and prohibits harassment, disrespectful or unprofessional conduct by any employee of the Company, including supervisors and managers, as well as vendors, customers, independent contractors and any third parties who do business with KaizenCX. Applicants, employees, unpaid interns, volunteers and independent contractors are all protected from harassment and discrimination.

Unlawful harassment includes any verbal, physical or visual conduct based on any legally protected basis if:

i. submission to such conduct is made either explicitly or implicitly a term or condition of an individual's employment or engagement;

ii. submission to or rejection of such conduct by an individual is used as a basis for decisions concerning that individual's employment or engagement; or

iii. it creates a hostile or offensive work environment.

Prohibited conduct includes, but is not limited to, the following behavior:

  • Verbal conduct such as epithets, derogatory jokes or comments, slurs or unwanted sexual advances, invitations or comments;

  • Visual displays such as derogatory and/or sexually-oriented posters, photography, cartoons, drawings or gestures;

  • Physical conduct including assault, unwanted touching, intentionally blocking normal movement or interfering with work because of sex, race or any other protected basis;

  • Threats and demands to submit to sexual requests as a condition of continued employment, or to avoid some other loss and offers of employment benefits in return for sexual favors;

  • Retaliation for reporting or threatening to report harassment; and

  • Communication via electronic media of any type that includes any conduct that is prohibited by state and/or federal law, or by company policy.

Sexual harassment does not need to be motivated by sexual desire to be unlawful or to violate this policy. For example, hostile acts toward an employee because of his/her gender can amount to sexual harassment, regardless of whether the treatment is motivated by any sexual desire.

Reporting Harassment

All employees and supervisors are responsible for keeping the work environment free of any form of unlawful harassment or discrimination.

If the employee believes he or she has been subjected to a form of unlawful discrimination or harassment, they should discuss this with their Team Supervisor, management or Human Resources. Because KaizenCX takes these matters seriously, the employee will be asked to submit a written email statement to their Team Supervisor, management or Human Resources describing the specific events, including the names of any witnesses. If the employee needs assistance with the complaint, or if he or she prefers to file one in person, they should contact their Team Supervisor, management or the designated Human Resources contact who will ensure an objective, thorough investigation is conducted promptly.

If KaizenCX determines unlawful discrimination or harassment has occurred, remedial actions will be taken commensurate with the severity of the offense, up to and including termination. In addition, appropriate action will be taken to deter any future issues. 

Investigation and Remedial Action

All reported complaints of harassment and discrimination will be promptly and thoroughly investigated by KaizenCX. The Company recognizes that every investigation requires a determination based on all the facts in the matter. We also recognize the serious impact a false accusation can have. We trust that employees will continue to act responsibly.

KaizenCX will conduct all investigations in a discreet manner. All information disclosed during the course of an investigation will remain confidential, except to the extent reasonably necessary to conduct the investigation and take any remedial actions, or as required by law.

The Company may exercise its discretion to put certain interim measures in place, such as a suspension, leave of absence or a transfer, while the investigation proceeds. At the conclusion of the investigation, if the Company determines a policy violation has occurred, it may, at its sole discretion, take remedial action, up to and including termination of employment.

Because the Company is committed to avoiding even the appearance of impropriety with respect to harassment, it may take corrective action toward any employee for inappropriate conduct learned during the course of any investigation, regardless of whether the conduct amounts to a violation of law or even a violation of this policy. If a person who is found to have engaged in inappropriate conduct is not employed by the Company, the Company will take whatever corrective action it determines is
reasonable and appropriate under the circumstances.

Any individual who is found to have engaged in unlawful harassment may be personally liable for his/her actions. Depending on the circumstances, the Company might or might not provide legal representation to employees accused of illegal harassment.

Protection against Retaliation and Remedial Action

KaizenCX prohibits retaliation against any employee for reporting any incidents of harassment or discrimination, or for participating in any investigation of incidents of harassment or discrimination. Please keep in mind:

  • You should report any incidents of retaliation to a Team Supervisor or to Human Resources immediately.

  • Any report of retaliatory conduct will be investigated in accordance with the procedure outlined above.

  • If a report of retaliation is substantiated, appropriate disciplinary action, up to immediate termination of employment, will be taken.

KaizenCX will not retaliate against employees for filing a complaint nor permit any retaliation from coworkers. Effective management of our workforce diversity policy is an important strategic objective. Every employee is expected to abide by this policy and to uphold the Company’s commitment to workforce diversity and ensuring a respectful workplace free from any form of discrimination or harassment.

Additional Enforcement Information

KaizenCX encourages all employees to report any incidents of harassment immediately so that the situation can be investigated and resolved as soon as possible. You also should be aware that the Federal Equal Employment Opportunity Commission and the California Department of Fair Employment and Housing investigate and prosecute reports of unlawful harassment or discrimination in employment. While we encourage you to raise issues internally first, you may also file a report with the appropriate agency. The nearest office is listed in the telephone book or can be found by visiting the agency websites at www.dfeh.ca.gov and www.eeoc.gov.

Revised 08/2024