Misconduct constituting harassment, discrimination, or retaliation may result in corrective action, up to and including termination. Depending on the severity of the conduct, AIM may determine that corrective action short of termination is not appropriate and may terminate employment after a first offense.

False and malicious complaints of harassment or discrimination may be the subject of appropriate disciplinary action, up to and including termination.

Any employees with questions or concerns about this policy or procedure should seek further information from their immediate supervisor and/or Human Resources.

Training

AIM Services, Inc. will provide annual Harassment Training, which will specifically focus on harassment prevention for use by the Company and its employees to combat and prevent sexual and other harassment in the workplace. The training will include an explanation of the Company’s policy; discussion about sexual and other harassment in the workplace, including examples of prohibited conduct; information on state and federal laws concerning sexual and other harassment and remedies available to victims; and information on employees’ rights and all available forums for adjudicating complaints administratively or judicially. There will also be additional training for supervisors and managers, which focuses specifically on the conduct of supervisors, managers, and additional responsibilities that these employees have regarding employee harassment complaints, investigations, etc.

Bullying

Bullying is defined as “repeated inappropriate behavior, either direct or indirect, whether verbal, physical or otherwise, conducted by one or more persons against one or more individuals, at the place of work and/or in the course of employment.” Such behavior violates AIM’s core values. Employees are prohibited from engaging in any form of workplace bullying. Employees who believe that they have been the victim of such conduct should discuss their concerns with their immediate supervisor and/or Human Resources. Employees who engage in workplace bullying or retaliation in violation of this policy, will be subject to disciplinary action, up to and including termination of employment.

Sexual Harassment

Sexual harassment includes unwelcome conduct of a sexual nature or conduct directed at an individual because of that individual’s sex when: (1) submission to the conduct is explicitly or implicitly a term or condition of employment; (2) submission to or rejection of the conduct is used as the basis for employment decisions; or (3) the conduct unreasonably interferes with work performance or creates an intimidating, hostile, or offensive work environment, even if the complaining individual is not the intended target.

This definition includes many forms of offensive behavior, including but not limited to:

• Making or using derogatory comments, requests for sexual favors, sexually explicit jokes or comments about an employee's body or dress.
• Making sexual gestures, displaying sexually suggestive objects, pictures, cartoons or posters, or sending sexually suggestive or derogatory e-mails, file transfers or postings on personal websites, social networks and other forms of electronic expression.
• Conduct such as assault, unwanted touching or blocking normal movement, touching, pinching, grabbing, brushing against another employee's body or poking another employee's body; rape, sexual battery molestation or attempts to commit these assaults.