【正文】 or (c) an employee being exposed to a hostile work environment.The Company will take all reasonable steps to prevent harassment from occurring and will take immediate and appropriate action when the Company knows that unlawful harassment has occurred. If you have been harassed by a coworker, supervisor, agent, vendor or customer, or if you believe that another employee has been harassed, you have a duty to promptly report the facts of the incident or incidents, and names of the individuals involved, to (Option: Human Resources.) (Option:______________________or _____________________.) The matter will be immediately and thoroughly investigated, and confidentiality will be maintained to the extent possible. After reviewing the evidence, a determination will be made concerning whether reasonable grounds exist to believe that harassment has occurred. It is the obligation of all employees to cooperate fully in the investigation process. The Company considers any harassing conduct to be a major offense which can result in disciplinary action for the offender, up to and including discharge. The Company will take action to deter any future harassment. In addition, disciplinary action will be taken against any employee who attempts to discourage or prevent another employee from bringing harassment to the attention of management. The persons involved will be advised of the determination if appropriate.The Company wants to assure all of its employees that measures will be undertaken to protect those who plain about harassment from any further acts of harassment, coercion or intimidation, and from retaliation due to their reporting an incident or participating in an investigation or proceeding concerning the alleged harassment. 11 / 46If any employee believes that the above procedure has not resolved his or her situation, that employee may contact the California Department of Fair Employment and Housing (DFEH) at (916) 4459918 to determine the location of the branch of the DFEH that is nearest to the employee to file a claim within one year of the date that the harassment occurred. The DFEH serves as a neutral factfinder and will attempt to assist the parties to voluntarily resolve their dispute. In the event that the DFEH is unable to obtain voluntary resolution and finds that harassment has occurred, the Fair Employment and Housing Commission (FEHC) may hold a hearing and award reinstatement, backpay, and moary damages.No action will be taken against any employee in any manner for opposing harassment or for filing a plaint with, or otherwise participating in an investigation, proceeding or hearing conducted by the DFEH or the FEHC with respect to harassment.SOLICITATION AND DISTRIBUTION RULE In order to prevent disruptions in the operation of the pany, and in order to protect employees from harassment and interference with their work, the following rules regarding solicitation and distribution of literature on pany property must be observed. Employees: During working time, no employee shall solicit, or distribute literature to another employee for any purpose. “Working Time” refers to that portion of the working day in which the employee is supposed to be performing actual job duties。8. Physical conduct, including touching, assault, impeding or blocking movements.Examples of sexual harassment include (a) an employee being fired or denied a job or an employment benefit because the employee refused to grant sexual favors or because he or she plained about the harassment。7. Verbal abuse of a sexual nature, graphic verbal mentaries about an individual39。5. Verbal conduct, including making or using derogatory ments, epithets, slurs, and jokes。3. Making or threatening reprisals after a negative response to sexual advances。In addition, sexual harassment is defined by the regulations of the Fair Employment and Housing Commission as unwanted sexual advances, or visual, verbal or physical conduct of a sexual nature. Sexual harassment includes gender harassment and harassment on the basis of pregnancy, childbirth, or related medical conditions, and also includes sexual harassment of an employee of the same gender as the harasser. This includes, but is not limited to, the following types of offensive behavior:10 / 461. Unwanted sexual advances。 in its usefulness it is the service industry of all.California has grown into the number one printproducing industry in the nation. The printing industry, in fact, is the largest manufacturing sector in California in number of firms. When the allied industries of mercial printing, publishing, reprographics and various specialty printing were added together in 2022, they produced billion in the state’s economy and employed 111, 356 people.Despite the fact that it is classified as a trade in the minds of many people, printing is one of the arts. It is a branch of the Graphic Arts field and as such is the means of preservation of all the other arts known to humanity.REFERENCE CHECKSTo ensure that individuals joining the Company are qualified and have the potential to be productive and successful, the Company will check the employment references of all applicants. Every offer of employment is contingent upon the appropriate pletion of a reference check.No references will be given concerning any present or past employee of the pany unless the Company has received a written request for such a reference. Only _____________________________ may respond to a request for a reference. Such response will only confirm the dates of employment and position held, and will be in writing. If an employee has given written authorization, the Company will also provide information on the amount of salary or wages earned by the employee.BACKGROUND CHECKS AND CONSUMER REPORTSThe pany may require your consent to obtain a