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Harrassment Policy

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1. Purpose


S2 Grills (hereinafter referred to as Company) is committed to providing an environment for our members , directors, officers, employees, volunteers and persons served by the Company (“Covered Persons”) that is comfortable, safe, and free from harassment of any kind. Any type of harassment is a violation of this policy and may be illegal. 


2. Definition


Harassment can take many forms. It may be, but is not limited to, the following: words, signs, jokes, pranks, intimidation, physical contact, or violence. Harassment does not have to be sexual in nature. Sexual harassment may include unwelcome sexual advances; requests for sexual favors; or other verbal or physical contact of a sexual nature when such conduct creates an intimidating environment or prevents an individual from effectively performing duties of his or her position, or when such conduct is made a condition of employment or compensation, ether implicitly or occurred but whether the explicitly. It is not the intent of the behavior by the offender that determines if harassment has occurred but whether the behavior is welcome by the receiver. 

3. Responsibility


A covered person is responsible for helping keep our work environment free of harassment including the work environment of Company’s Clients with whom you have contact. If you become aware of an incident of harassment, whether by witnessing the incident or being told of it, you must report it to a supervisor with whom you feel comfortable. When the Company becomes aware of harassment, it is obligated by law to take prompt and appropriate action, regardless or whether the victim wants the company to do so. 


4. Complaint Procedure


Any Covered Person, who believes that he or she has suffered harassment in violation of the Harassment Policy, should take the following action: 


a. If you are able to do so without conflict or danger, tell the harasser as clearly as possible that the behavior is unwelcome. 


b. If the behavior continues, advise your direct supervisor of your complaint. Clearly identify that behavior surrounding the complaint. 


5. Confidentiality 


The Company, including all persons to whom a violation of this Harassment Policy has been reported and persons who have become aware of a complaint, must maintain confidentiality, to the extent possible given the need to investigate. All complaints shall be considered confidential to the maximum extent possible. 


6. Retaliation


The Company, or any director, officer, or employee may not retaliate against any victim, or witness, who reports a violation of this Harassment Policy. Any person who believes that he or she has been retaliated against should consult the Organization’s Whistle-Blowing Policy or a Company official. 

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