Examples of verbal sexual harassment may include sexual propositions, sexual innuendo sexually suggestive comments, sexually-oriented "kidding," teasing or practical jokes, inappropriate words of endearment, jokes about gender-specific traits, and obscene language. Examples of non-verbal sexual harassment may include obscene gestures, displays of obscene or pornographic printed or visual material in the workplace, inappropriate physical contact such as patting, pinching, or brushing against another's body; or visibly reading or other-wise making public in the work environment materials that are sexually suggestive, revealing, or pornographic.

Special Note: It is recognized that the act of "hugging" is often used as a greeting at the A.R.E. so that it has become virtually habitual among many employees and members. It is recommended that anyone intending to hug another person especially of the opposite sex and especially in a non-public area - be sensitive to whether the other person is likely to be comfortable with the act of hugging.

Definition of Racial, Religious, National or Ethnic Origin Harassment: Such harassment includes: any verbal, written, or physical act in which race, religion, ethnic background, or national origin is referred to or implied in a manner which would make the individual who is the object of the harassment uncomfortable or would interfere with the individual's ability to perform the job. Examples of race, religious, ethnic, or national origin harassment include jokes which refer (directly or indirectly) to race, religion, ethnicity, or national origin; the display or use of objects or pictures which adversely reflect on a person's race, religion, ethnicity, or national origin; or use of language or gestures which are offensive regarding a person's race, religion, ethnicity, or national origin.

The A.R.E. cannot resolve matters that are not brought to its attention. If you believe that you have been harassed, you should:

1. Remain calm and professional
2. Let the individual (who is seemingly harassing you) know immediately that his/her behavior is unwelcome. Be direct and candid with the person.
3. When reporting the harassment, be prepared to tell all the facts surrounding the incident. Give the who, what, when, and how, including what preceded and followed the incident.

Report the alleged harassment to your immediate supervisor or to another member of management (including but not limited to the Human Resources staff).

The A.R.E. management and Human Resources staff will thoroughly, promptly, and fairly investigate all claims of harassment, including gathering information confidentially from all parties concerned. Subsequently, a manager or HR staff member will meet with the complaining employee to discuss the results of the investigation and, where appropriate, to review the proposed resolution of the matter. If an investigation confirms that harassment has occurred, appropriate corrective actions will be taken. Complaints of harassment will be kept as confidential as possible in the HR office. Information will be released only on a “need to know” basis, and no employee will be subjected to retaliation because he or she has reported what he or she believes to be an incident of harassment.

A.R.E. HR Policies and Procedures June 2002