Human Resources

10.0 Anti-Harassment and Anti-Sexual Harassment

All employees of Riverside have the right to be treated with respect and dignity. Riverside supports employees’ right to work in an environment free from unlawful discrimination on the basis of age, color, disability, gender, national origin, race, religion, ancestry or sexual orientation, including freedom from sexual harassment. Riverside will not tolerate harassment of or discrimination against employees. In addition to sexual harassment, harassment and discrimination is also illegal when it is based on age, color, disability, gender, national origin, race, religion, ancestry or sexual orientation.

Sexual harassment is defined as unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature when: (a) submission to such conduct is made either explicitly or implicitly a term or condition of employment or as a basis for employment decisions, or (b) such requests or conduct have the purpose or effect of unreasonably interfering with an individual’s work performance by creating an intimidating, hostile, humiliating or sexually offensive work environment. Similarly, harassment other than sexual harassment has been defined as conduct that denigrates or shows hostility or aversion toward an individual because of his or her protected status, or that of his or her relatives, friends, or associates, and that (1) has the purpose or effect of creating an intimidating, hostile, or offensive working environment; (2) has the purpose or effect of unreasonably interfering with an individual’s work performance; or (3) otherwise adversely affects an individual’s employment opportunities.

While it is not possible to list all those circumstances that constitute sexual harassment, the following are examples of conduct which, if unwelcome, may constitute harassment depending on the circumstances:

• Sexual advances – whether they involve physical touching or not; requests for sexual favors in exchange for actual or promised job benefits, such as favorable reviews, salary increases, promotions, increased benefits or continued employment;

• Sexual jokes: Use of sexual epithets, written or oral references to sexual conduct, gossip regarding one’s sex life; comments on an individual’s body, comments about an individual’s sexual activity, deficiencies or prowess;

• Displaying sexually suggestive objects, pictures, cartoons;

• Leering, whistling, brushing against the body, sexual gestures, suggestive or insulting comments;

• Inquiries into one’s sexual experiences;

• Discussion of one’s sexual activities;

• Assault or coerced sexual acts.

All employees are encouraged to promptly report any behavior perceived as harassment or discrimination by an employee or non-employee to the Human Resources Director, so that the incident can be investigated. Voice mail is available for after-hours calls. All complaints will be investigated as thoroughly as the circumstances permit, including private interviews with concerned parties and witnesses.

Riverside shall thoroughly and promptly investigate all complaints from identified employees. To the extent practical, the Organization will keep complaints and the terms of their resolution confidential. It is unlawful and Riverside forbids retaliation against anyone who has reported harassment. Any discrimination or adverse action, such as intimidation, threats or coercion, taken against an employee because s/he complains of harassment, including sexual harassment, or who assists with the investigation of a claim of harassment, will result in disciplinary action up to and including termination.

If an investigation confirms that harassment has occurred, Riverside will take corrective action. When an employee is found responsible for the harassment, corrective action may include discipline up to and including termination. When harassment is by a non-employee, corrective action shall be determined on a case-by-case basis, as deemed appropriate by the Organization.

Employees who believe that they have been treated unfairly, or believe that they have been victims of discrimination or harassment in violation of federal and state laws, have the right to file a report with the appropriate state or federal enforcement organization for investigation.