Floorite, LLC Sexual Harassment Policy

Policy Brief and Purpose:

The Floorite, LLC sexual harassment policy aims to safeguard employees of all sexes and gender identities in our company from unwanted sexual advances, and provide them with guidelines to report incidents. It also explains how we handle complaints, take action against offenders, and help survivors to recover.

We will not accept sexual harassment in our workplace.

Scope: 

This policy applies to all Floorite employees.

Floorite will not tolerate sexual harassment from outside the company either. Customers, investors, contractors, and everyone interacting with our company are covered by this policy. Details of how we deal with harassment from outside our company is outlined in our third party harassment policy.

Policy Statement:

Sexual harassment definition:

Unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature are defined as sexual harassment when:

●     The offensive behavior creates an intimidating, abusive, or hostile work environment, or interferes with work performance.

●     An employment decision regarding an employee is made because of their response to the offensive behavior (quid pro quo harassment).

Anybody can be a victim of sexual harassment, regardless of their sex or gender identity and that of the offending party.

 Sexual harassment can involve one or more incidents that may be physical, verbal, or non-verbal, and includes:

●     Commenting on somebody's appearance, sexual orientation, or gender in a derogatory or objectifying way, or in a way that makes them uncomfortable.

●     Creating or posting sexually offensive materials in the workplace.

●     Flirting at an inappropriate time, for instance in a team meeting, even if these advances would have been welcome in a different setting. These actions can damage a person's professional reputation and expose them to further sexual harassment.

●     Flirting with somebody or pursuing them persistently against their will.

●     Using obscene comments, gestures, pranks, and jokes that degrade or offend somebody.

●     Sending or displaying sexually explicit objects or messages.

●     Invading somebody's personal space, for example by touching them inappropriately.

●     Threatening, coercing, stalking, or intimidating somebody to pressure them to engage in sexual acts.

●     Proposing, demanding, or insinuating sexual favors.

●     Sexual assault.

Reporting Process:

If you believe that you are the target of sexual harassment, inform the offending party (except in cases of sexual assault) verbally or in writing that their conduct is offensive and needs to stop.

If you don't want to communicate with the offending party, or if your communication is ineffective, you need to report them.

Complaints can be lodged in writing with Floorite via email operations@floorite.com Your complaint will be documented and resolved within 3 days. Complaints will be treated as confidential.

Both Floorite and federal law prohibit any form of retaliation against somebody claiming sexual harassment.

Investigation Process:

Floorite will:

●      Record the dates, times, and circumstances of the incident.

●      Ensure that the complainant understands [Company Name] procedures for dealing with the complaint.

●      Determine what outcome the complainant wants.

●      Investigate the matter.

 

Based on the above, Floorite will further:

 

●     Contact the offending party and set up a meeting to explain the complaint, and to ask them to stop this behavior.

●     If the complainant agrees, arrange for mediation sessions with the complainant and the alleged perpetrator to resolve the issue.

Penalties for Sexual Harassment:

Employees who are found guilty of sexual harassment (excluding sexual assault, for which they will be dismissed) the first time may:

●     Be demoted.

●     Receive a written warning.

●     Be suspended.

●     Get a negative performance review.

●     Be denied promotions and/or salary increases for [period].

●     Be transferred to another department or branch if necessary.

We will dismiss repeat offenders after a second offense.

Support Structures for Survivors:

Floorite offers survivors of sexual harassment the following support structures:

●     Guidance from our EAP (Employee Assistance Program) Officer to explore your options.

●     Access to in-house counseling.

●     Sick leave.

 I have read, understood, and agree to abide by this policy.                                                                       

Floorite, LLC Dress Code Policy

Introduction

The Floorite dress code policy is designed to help us all provide a consistent professional appearance to our customers and colleagues. Our appearance reflects on ourselves and the company. The goal is to be sure that we maintain a positive appearance and not to offend customers, clients, or colleagues.

Who does this policy apply to?

The [company name] dress code policy applies to [which positions this applies to].

Floorite Dress Code Policy:

·       Employees are expected to dress in [casual, business casual, smart casual, business] attire unless the day’s tasks require otherwise.

·       Employees must always present a clean, professional appearance. Everyone is expected to be well-groomed and wear clean clothing, free of holes, tears, or other signs of wear.

·       Clothing with offensive or inappropriate designs or stamps are not allowed.

·       Clothing should not be too revealing.

·       Clothing and grooming styles dictated by religion or ethnicity are exempt.

 Dress Code Violations

Managers or supervisor are expected to inform employees when they are violating the dress code. Employees in violation are expected to immediately correct the issue. This may include having to leave work to change clothes.

Repeated violations or violations that have major repercussions may result in disciplinary action being taken up to and including termination.

Floorite Cell Phone Policy

Policy Overview:

The Floorite, LLC cell phone policy offers general guidelines for using personal and company cell phones during work hours. 

The purpose of this policy is to help us all get the most out of the advantages cell phones offer our company while minimizing distractions, accidents, and frustrations improper cell phone use can cause. 

This policy applies to all Floorite employees.

Cell Phone Use Guidelines:

The following are Floorite’s basic guidelines for proper employee cell phone use during work hours. In general, cell phones should not be used when they could pose a security or safety risk, or when they distract from work tasks. 

·       Never use a cell phone while driving. 

·       Never use a cell phone while operating equipment. 

·       Do not use cell phones for surfing the internet or gaming during work hours.

·       Avoid using work cell phones for personal tasks.

·       Avoid using personal cell phones for work tasks.

·       Do not use cell phones during meetings. 

·       Do not use cell phones to record confidential information.

 

We realize the cell phones can be great tools for our employees. We encourage employees to use cell phones when:

·       For making or receiving work calls in the appropriate place and situation to do so.

·       For other work-related communication, such as text messaging or emailing, in appropriate places and situations. 

·       To schedule and keep track of appointments.

·       To carry out work-related research.

·       To keep track of work tasks.

·       To keep track of work contacts.

Disciplinary Action:

Improper use of cell phones may result in disciplinary action. Continued use of cell phones at inappropriate times or in ways that distract from work may lead to having cell phone privileges revoked. 

Cell phone usage for illegal or dangerous activity, for purposes of harassment, or in ways that violate the company confidentiality policy may result in employee.