employment action. The phrase “prohibited discrimination”, as used in this Policy, includes all forms of “prohibited harassment” defined below.
Harassment can constitute prohibited discrimination under this policy if it is unwelcome and makes an employee uncomfortable or creates a hostile work environment. Harassment based on race, color, creed, religion, sex, national origin, age, marital status, disability, arrest or conviction record, sexual orientation, predisposing genetic characteristics, domestic violence victim status, or any other basis protected by law is prohibited.
Harassment may include nicknames or labels, teasing, slurs, negative stereotypes, mimicry, threats, intimidation, hostile acts, demeaning jokes, or written or visual material that belittles or shows hostility toward a person or group because of a protected characteristic. Discrimination and retaliation through social media are also prohibited, whether they occur during or outside working time.
Sexual and other forms of harassment are unlawful whether it involves coworker harassment, harassment by a supervisor, or harassment by people doing business with or for AIM.
AIM encourages the immediate reporting of complaints or concerns so that prompt investigations can be conducted. Therefore, although no fixed reporting period has been established, early reporting and intervention are encouraged because they have been proven to be the most effective method of resolving actual or perceived incidents of harassment, discrimination or retaliation, as defined by this policy.
In cases of sexual harassment specifically, employees should fill out a standard complaint form, which is available from Human Resources, and is incorporated by reference to this policy, which contains detailed procedures for a timely and confidential investigation of complaints that will ensure due process for all parties involved.
All supervisors and managers who receive a complaint or information about suspected harassment, observe conduct that may constitute harassment, or otherwise suspect that harassment is occurring must immediately report the matter to Human Resources.
AIM Services, Inc. encourages reporting of all perceived incidents of harassment, discrimination or retaliation regardless of the offender's identity or position. As noted above, if the complaint includes allegations of sexual harassment, employees should fill out a standard complaint form, which is available from Human Resources. AIM expects that individuals who make reports pursuant to this policy, do so truthfully and in good faith. These provisions are not intended to protect people who make intentionally false charges of harassment.
New York State has established an anonymous workplace sexual harassment hotline which operates from 9 a.m. to 5 p.m. and can be reached at 1-800-HARASS-3 (1-800-427-2773).
AIM will investigate reported allegations of harassment, discrimination, or retaliation promptly and thoroughly. AIM will make reasonable efforts to complete an investigation within 30 days, although the timing may vary depending on the nature and complexity of the allegations. Confidentiality will be maintained to the extent possible, and complainants, witnesses, and alleged perpetrators will receive a fair and impartial process.