Other sexually oriented conduct, whether intended or not, that is unwelcome and has the effect of creating a work environment that is hostile, offensive, intimidating, or humiliating to workers may also constitute sexual harassment. Sexual harassment can take the following forms:  Unwanted sexual advances, whether they involve physical touching or not;  Inquiries into one’s sexual experiences or discussion of one’s sexual activities.  Conduct that interferes with another person’s work performance or creates an intimidating, hostile, or offensive work environment.  Personnel decisions (i.e., promotions, raises, scheduling) made by a supervisor or manager based on the Employee’s submission to or rejection of sexual advances.  Submission to a sexual advance, whether expressed or implied, used as a condition of obtaining or keeping a job. EMPLOYEE OR APPLICANT RECOURSE Any employee or applicant who feels subjected to discrimination or harassment (sexual or otherwise) should immediately report it to Human Resources. Similarly, if employees observe acts of discrimination toward or harassment of another employee, they are requested and encouraged to report this to one of the individuals listed above. Such reports will be investigated promptly, thoroughly and confidentiality will be protected to the extent possible. If the investigation confirms conduct that violates this policy, disciplinary action will be taken against the offender. Depending on the severity of the misconduct, the disciplinary action could range from a warning to immediate termination. WORKPLACE VIOLENCE LHD strongly believes that all employees and customers should be treated with dignity and respect and therefore has adopted a "Zero Tolerance" policy regarding violence. Violence, threats, intimidation, and other disruptive behavior in our workplace will not be tolerated; that is, all reports of incidents will be taken seriously and will be dealt with appropriately. Such behavior can include oral or written statements, gestures, or expressions that communicate a direct or indirect threat of physical harm. Individuals who commit such acts will be removed from the premises and will be subject to disciplinary action, criminal penalties, or both. Performance Evaluations As a full- or part-time employee, you are eligible to receive a performance appraisal regularly. Generally, formal performance reviews are conducted quarterly. These reviews include a written performance appraisal and discussion between the employee and the supervisor about job performance and expectations for the coming quarter. Workplace Safety BACK TO TABLE OF CONTENTS | 9