Human Resources:
POLICY:
It is the policy of the Company to prohibit any form of Illegal Discrimination or Illegal Harassment
on the basis of a protected classification or for any other category protected by law or ordinance
in the workplace, at any work-related function or in connection with employment for the
Company.
PURPOSE:
The purpose of this policy is to maintain a working environment free of Illegal Discrimination,
Harassment, or Retaliation.
APPLIES TO:
This policy applies to associates, interns, contractors, temporary workers, and visitors of
CareFirst, Inc. and all affiliated, subsidiary, and related companies unless otherwise stated.
DEFINITIONS:
Protected Classification refers to the classification of individuals …show more content…
GENERAL:
The Company is committed to maintaining a work environment that is free of Illegal
Discrimination, Illegal Harassment and Retaliation. The Company will not tolerate Illegal
Harassment or Illegal Discrimination of any type. This includes, but is not limited to behavior that
(i) affects tangible job benefits, (ii) interferes with an individual 's work performance, or (iii)
creates an intimidating, hostile or offensive working environment.
It is the responsibility of every associate to maintain a workplace free of Illegal Harassment and
Discrimination. If an associate believes he/she is being illegally harassed, discriminated against,
Workplace Discrimination and Illegal Harassment
HR 200.04
Page 3
or witnesses illegal harassing or discriminating behavior, it is the associate 's responsibility to
report the behavior to a member of Human Resources or a member of management.
The Company also forbids Retaliation against anyone who has complained of or reported Illegal
Discrimination or Harassment of any kind, or who has participated in the investigation of …show more content…
If indicated, recommend appropriate disciplinary action, up to and including termination.
Follow up with both the associate(s) who made the complaint and the associate(s) who
has been accused to ensure that the situation has been addressed and resolved.
Disposition of the issue should be communicated to management
Ensure that the associate who made the complaint and the associates who participated
in the investigation do not experience retaliation for complaining or participating in the
investigation.
RESPONSIBILITY:
The interpretation and implementation of this policy has been assigned to the Senior Vice
President of Human Resources who will publish further procedures and guidelines as required.
Associates who have questions concerning this policy are encouraged to contact a Human
Resources representative.
VIOLATIONS:
Violation of this policy may result in disciplinary action, up to and including termination for
employees, interns, termination of vendor, contractors or consultant contracts. Additionally,
individuals may be subject to loss of access privileges.
EXCEPTIONS:
N/A
LEGAL REFERENCE OR CITATION:
POLICY:
It is the policy of the Company to prohibit any form of Illegal Discrimination or Illegal Harassment
on the basis of a protected classification or for any other category protected by law or ordinance
in the workplace, at any work-related function or in connection with employment for the
Company.
PURPOSE:
The purpose of this policy is to maintain a working environment free of Illegal Discrimination,
Harassment, or Retaliation.
APPLIES TO:
This policy applies to associates, interns, contractors, temporary workers, and visitors of
CareFirst, Inc. and all affiliated, subsidiary, and related companies unless otherwise stated.
DEFINITIONS:
Protected Classification refers to the classification of individuals …show more content…
GENERAL:
The Company is committed to maintaining a work environment that is free of Illegal
Discrimination, Illegal Harassment and Retaliation. The Company will not tolerate Illegal
Harassment or Illegal Discrimination of any type. This includes, but is not limited to behavior that
(i) affects tangible job benefits, (ii) interferes with an individual 's work performance, or (iii)
creates an intimidating, hostile or offensive working environment.
It is the responsibility of every associate to maintain a workplace free of Illegal Harassment and
Discrimination. If an associate believes he/she is being illegally harassed, discriminated against,
Workplace Discrimination and Illegal Harassment
HR 200.04
Page 3
or witnesses illegal harassing or discriminating behavior, it is the associate 's responsibility to
report the behavior to a member of Human Resources or a member of management.
The Company also forbids Retaliation against anyone who has complained of or reported Illegal
Discrimination or Harassment of any kind, or who has participated in the investigation of …show more content…
If indicated, recommend appropriate disciplinary action, up to and including termination.
Follow up with both the associate(s) who made the complaint and the associate(s) who
has been accused to ensure that the situation has been addressed and resolved.
Disposition of the issue should be communicated to management
Ensure that the associate who made the complaint and the associates who participated
in the investigation do not experience retaliation for complaining or participating in the
investigation.
RESPONSIBILITY:
The interpretation and implementation of this policy has been assigned to the Senior Vice
President of Human Resources who will publish further procedures and guidelines as required.
Associates who have questions concerning this policy are encouraged to contact a Human
Resources representative.
VIOLATIONS:
Violation of this policy may result in disciplinary action, up to and including termination for
employees, interns, termination of vendor, contractors or consultant contracts. Additionally,
individuals may be subject to loss of access privileges.
EXCEPTIONS:
N/A
LEGAL REFERENCE OR CITATION: