Policy Against Harassment

C. Policy against Unlawful Sexual and Other Harassment

Angius & Terry LLP is committed to providing a workplace free of unlawful harassment based on such factors as sex, race, religious creed, color, national origin, ancestry, age (40 or over), medical condition, genetic information, marital status, sexual orientation, gender, gender identity, gender expression, disability, pregnancy/childbirth/breastfeeding or related medical condition, military and veteran status, possessing a driver’s license under Vehicle Code 12801.9, or any other basis protected by applicable law to the extent protected by applicable law. Employer strongly disapproves of and will not tolerate unlawful harassment of employees, contractors, interns, and volunteers by

If our workforce at any facility or establishment contains 10 percent or more of persons who speak a language other than English as their spoken language, Employer will translate the policy into every language that is spoken by at least 10 percent of the workforce. Employer may also arrange for a bilingual supervisor or employee to help explain the policy to a new hire and/or current employee.

1. Definition of Harassment

Harassment includes verbal, physical or visual conduct that creates an intimidating, offensive or hostile working environment or that unreasonably interferes with job performance. Harassment may also include unwelcome, offensive racial or ethnic slurs, jokes, or other similar conduct.

2. Sexual Harassment

This definition includes many forms of offensive behavior. The following is a partial list:

• Unwanted sexual advances.

• Offering employment benefits in exchange for sexual favors.

• Making or threatening reprisals after a negative response to sexual advances.

• Visual conduct: staring, leering, making sexual gestures, or displaying or sharing of sexually suggestive objects or pictures, cartoons, screensavers, calendars, cards, drawings, writings, photos, or posters.

• Verbal misconduct: making or using derogatory comments, epithets, slurs, sexually explicit jokes, sexually offensive comments, sexually degrading stories, sexual or gender profanity, sexual questions, unwelcome discussion of personal or sex life, sexual rumors, or comments about an employee’s body or dress.

• Repeatedly asking a co-worker for a date or relationship after being turned down or told