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POLICY NO . 13 - 121 Anti -Harassment Page 2 of 3 b . Nonverbal --making suggestive or insulting noises, leering, whistling, or making obscene gestures; c. Physical -unnecessary touching, pinching, brushing the body , coercing sexual intercourse, or assault . Similarly , sexual harassment involves : 1 . Making, as a condition of employment , unwelcome sexual advances or requests, requests for sexual favors , or other verbal or physical conduct of a sexual nature ; 2. Making submission to or rejection of such conduct the basis for employment decisions ; or 3 . Creating an intimidating, offensive, or hostile work environment by such conduct . No manager or other person shall threaten or insinuate, either explicitly or implicitly , that an employee' s refusal to submit to sexual advances will adversely affect the employee's employment, evaluation, wages, advancement, assigned duties , shifts, or any other condition of employment or career development . E . Responsibilities Any employee who feels that he or she has suffered any form of harassment or retaliation by anyone, including a supervisor, coworker, or visitor must immediately report the alleged conduct to the Director of Human Resources in the Human Resources Department so that a confidential investigation of the complaint can be undertaken. This report may be verbal or written . The preferred approach is a written complaint . (See attached form . ) Alternatively , the employee should report the alleged conduct to the Department Director or any member of the Executive Management Team . Further, any employee who observes conduct by another employee which he or she believes to be harassing, retaliatory , or discriminatory must report such conduct as outlined above. There will be no retaliation against anyone who in good faith submits a complaint or who participated in an investigation of a complaint of harassment . 1 . All management personnel have the responsibility to use nondiscriminatory techniques and methods to ensure that the merits of the individual are the sole criteria for the evaluation of eligibility for employment and advancement . 2. Department Directors and Supervisors are responsible for reporting any known violations of this policy to the Director of Human Resources or any member of the Executive Management Team . 3 . The Director of Human Resources shall be responsible for the immediate investigation of any and all allegations of harassment, shall keep the reporting employee fully informed as to the progress of the investigation ; and shall detennine the appropriate remedy for the given circumstance, including disciplinary measures up to and including discharge when justified, to remedy all violations of this policy . Bob Zomok, Director, Human Resources, 12/31/01 Reiewed without Change/Date HARASSMENT COMPLAINT FORM Indian River Memorial Hospital prohibits harassment of our employees on the basis of race, color, sex, religion, national origin, age, handicap , disability, marital status , and all other forms of harassment. As part of our policy, we are committed to investigating claims of such harassment and taking disciplinary or other appropriate action to stop the harassment when the facts show that harassment has occurred. In order that we may conduct an appropriate and confidential investigation of your concerns , please complete the form below. http : //web/search?N S -search -page=document&NS -rel -doe-name=/manual s/personnel/ 13 _ 1 05 / 15 /2003