【正文】 utilizes the modern agencies of advertising, munication and transportation。2. Verbal conduct, including making or using derogatory ments, epithets, slurs, and jokes。2. Offering employment benefits in exchange for sexual favors。4. Visual conduct, including leering, making sexual gestures, displaying of sexually suggestive objects or pictures, cartoons, or posters。6. Verbal sexual advances or propositions。s body, sexually degrading words used to describe an individual, suggestive or obscene letters, notes, or invitations。 (b) an employee reasonably quitting his or her job to escape harassment。 it does not include such times as lunchtime, break time, or time before or after a shift.Thus, no employee who is on “working time” shall solicit or distribute literature to another employee. No employee who is on “nonworking time” shall solicit or distribute literature to an employee who is on “working time”.No employee shall distribute literature to another employee for any purpose in working areas of the pany.No employee shall solicit, or distribute literature to any visitors at any time for any purpose. NonEmployees: Persons who are not employed by the pany shall not distribute literature or solicit employees or visitors at any time for any purpose on pany grounds or inside the pany plant or office.EQUAL EMPLOYMENT POLICYThe Company is an equal opportunity employer and makes employment decisions on the basis of merit. We want to have the best available people in every job. Therefore, the Company does not discriminate, and does not permit its employees to discriminate against other employees or applicants because of race, color, religion, sex, sexual orientation, gender identity or expression, pregnancy, marital status, national origin, citizenship, veteran status, ancestry, age, physical or mental disability (an impairment that limits a major life activity), medical condition (cancerrelated), geic characteristic, or any other consideration made unlawful by applicable laws. Equal employment opportunity will be extended to all persons in all aspects of the employeremployee relationship, including recruitment, hiring, upgrading, training, promotion, transfer, discipline, layoff, recall and termination.If you believe that you or another employee has been subjected to any form of unlawful discrimination, you have a duty to promptly report the facts of the incident or incidents, names of the individuals involved, and the names of any witnesses 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 discrimination has occurred. It is the obligation of all employees to cooperate fully in the investigation process. The Company considers any conduct based on unlawful discrimination 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 discrimination. In addition, disciplinary action will be taken against any employee who attempts to discourage or prevent another 14 / 50employee from bringing discrimination 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 discrimination from any further acts of discrimination, coercion or intimidation, and from retaliation due to their reporting an incident or participating in an investigation or proceeding concerning the alleged discrimination.REASONABLE ACCOMMODATION FOR DISABILITIES, PREGNANCY, AND LACTATIONDisability Acmodation: The pany will make reasonable acmodations for the known physical or mental disabilities of an otherwise qualified applicant for employment or employee, unless undue hardship would result. Any applicant or employee who requires acmodation in order to perform the essential functions of a job should contact __________________. The applicant or employee should advise the pany what acmodations he or she believes are needed in order to perform the job. Together with the applicant or employee, the pany will engage in an interactive process to determine effective, reasonable acmodations, if any. If such an acmodation is possible and will not impose undue hardship upon the pany, the pany will make the acmodation. The pany also reserves its right to require an employee to undergo a fitness for duty medical examination, at the pany’s expense, if the pany believes or suspects that the employee may not be able to perform the essential duties of the job without risk of harm to him or herself or others. In such an instance, the pany will so advise the employee, in writing, of the need for the examination. Depending on the situation, the pany reserves the right to suspend employment pending the results of the examination. Pregnancy Acmodation: A pregnant employee may request a reasonable acmodation of her condition upon presentation of a doctor’s written certification attesting that the acmodation request is upon the doctor’s advice. Such an acmodation may include, but is not limited to, a transfer to a less strenuous or hazardous position. If such a transfer can be reasonably acmodated, a pregnant employee will be transferred for the duration of her pregnancy. However, the pany will not undertake to create additional employment that the pany would not otherwise have created to meet its own business needs. The pany will not be required to discharge any employee, transfer any employee with more seniority than the pregnant employee, or