2-30.05 Anti-Discrimination and Anti-Harassment Statement
Hamaspik prohibits unlawful discrimination or harassment by or against its employees, applicants, independent contractors, orservice recipients in any form. In the remainder of this policy and the policy on Sexual and Other Unlawful Harassment, the term “employees” refers to this collective group. This policy and the Sexual and Other Unlawful Harassment Policy which follows, also protect employees from prohibited harassment by third parties, such as service recipients, vendors, visitors, or temporary or seasonal workers. For purposes of these policies, “employee” includes interns, gig workers and other independent contractors or other non-employees when required by law.

Harassment includes any physical or verbal behavior that offends, intimidates, or creates a hostile work environment, as further detailed below. The “workplace” includes actual worksites, any setting which work-related business is being conducted (whether during or after normal business hours), organization-sponsored events, or organization owned/controlled property, or through calls/texts/social media use/messages between employees and other service providers for Hamaspik, even during non-work time.
As described below, complaints of unlawful employment discrimination or harassment should be reported to Human Resources,or any supervisor with whom you feel comfortable. Please see the sections below on reporting and investigating complaints of harassment or other suspected unlawful conduct.
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2-30.07 Sexual and Other Harassment
Hamaspik is committed to maintaining a workplace free from harassment, including sexual harassment, a form of workplace discrimination. All employees are required to work in a manner that prevents harassment, including sexual harassment, in the workplace. Sexual and other harassment are against the law and all employees have a legal right to workplace free from sexual and other harassment, and employees are urged to report sexual and other harassment by filing a complaint internally with Hamaspik.

Hamaspik will not tolerate the discrimination or harassment of Hamaspik personnel and/or applicants by other employees,including supervisors, managers, and nonsupervisory employees, or non-Hamaspik Personnel on Hamaspik premises. Non-Hamaspik personnel include, but are not limited to, Individuals Receiving Services, parents, legal guardian, guests, and regulators.

Harassment Generally.
Harassment based on any legally protected status is prohibited. Prohibited harassment may include behavior like the illustrations below pertaining to sexual harassment. It also includes, but is not limited to:
● Verbal conduct including taunting, jokes,threats, epithets, derogatory comments, or slurs based on an individual's protected status;
● Visual and/or written conduct including derogatory posters, photographs, calendars, cartoons, drawings, websites,emails, text messages or gestures based on an individual's protected status and Hamaspik of Kings County Personnel Policy & Procedure
● Physical conduct including assault, unwanted touching or blocking normal movement because of an individual's protected status.

Harassment on the basis of any protected class is offensive, is a violation of our policies, is unlawful, and may subject Hamaspik to liability for harm to targets of sexual harassment. Harassers may also be individually subject to liability. Employees of every level who engaging harassment, including managers and supervisors who engage in harassment or who allow such behavior to continue, will be penalized for such misconduct.Harassment can occur between any individuals, regardless of the sex or gender or other protected class of the person committing it, or the person exposed toit.