人資管理 People > :alarm_clock: 規範及合約 Policies & Legal > 職場性騷擾政策 Workplace Policy

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非歧視/反性騷擾政策

AVL致力於在工作環境中尊重和尊嚴對待所有個人。每個人都有權在促進平等就業機會並禁止包括騷擾在內的非法歧視行為的專業氛圍中工作。因此,AVL期望辦公室中人員之間的所有關係都將保持業務關係,並且不會出現偏見,偏見和騷擾。

AVL制定了這項政策,以確保其所有員工都可以在不受非法騷擾,歧視和報復的環境中工作。 AVL將盡一切合理努力,確保所有相關人員熟悉這些政策,並意識到任何違反此類政策的投訴將得到適當調查和解決。

性騷擾

性騷擾構成歧視,是非法的。出於本政策的目的,“性騷擾”定義為不受歡迎的性行為,要求獲得性幫助以及其他具有性行為的口頭或身體行為,例如:a)明確或隱含地屈從於該行為a個人僱用的條款或條件,b)服從或拒絕個人的這種行為被用作影響該人的就業決定的基礎,或c)這種行為的目的或作用是不合理地干擾個人的工作表現或創造令人生畏,敵對或令人反感的工作環境。

我們將性騷擾分為兩種類型:a)交換條件和b)敵對的工作環境。性騷擾可能包括一系列微妙和不太微妙的行為,並且可能涉及相同或不同性別的個體。視情況而定,這些行為可能包括不希望的性侵犯或要求獲得性幫助;性笑話和影射;口頭性侵犯;有關個人身體,性能力或性缺陷的評論;鼓舞,吹口哨或觸摸;侮辱性或淫穢的評論或手勢;在工作場所展示性暗示的物體或圖片;以及其他具有性行為的身體,語言或視覺行為。

騷擾

嚴格禁止基於任何其他受保護特徵的騷擾。根據這項政策,騷擾是指由於個人的種族,膚色,宗教,性別,性取向,性別認同或表現,國籍,年齡,殘疾,婚姻狀況,公民身份,遺傳信息或任何其他法律保護的特徵,或其親戚,朋友或同伙的特徵,並且:

a)目的或效果是營造脅迫,敵對或令人反感的工作環境,
b)具有不合理地干擾個人工作績效的目的或效果,或
c)否則會對個人的就業機會產生不利影響。

騷擾行為包括誹謗或負面陳規定型觀念;威脅,恐嚇或敵對行為; 開完笑和書面或圖形材料,在公司時間或通過電子郵件,電話(包括語音)使用公司設備時,會貶低或顯示對雇主或僱員在牆壁上或其他地方或在工作場所中散佈的個人或團體的敵意或厭惡消息),短信,社交網站或其他方式。




非歧视/反性骚扰政策

AVL致力于在工作环境中尊重和尊严对待所有个人。每个人都有权在促进平等就业机会并禁止包括骚扰在内的非法歧视行为的专业氛围中工作。因此,AVL期望办公室中人员之间的所有关系都将保持业务关系,并且不会出现偏见,偏见和骚扰。

AVL制定了这项政策,以确保其所有员工都可以在不受非法骚扰,歧视和报复的环境中工作。 AVL将尽一切合理努力,确保所有相关人员熟悉这些政策,并意识到任何违反此类政策的投诉将得到适当调查和解决。

性骚扰

性骚扰构成歧视,是非法的。出于本政策的目的,“性骚扰”定义为不受欢迎的性行为,要求获得性帮助以及其他具有性行为的口头或身体行为,例如:a)明确或隐含地屈从于该行为a个人雇用的条款或条件,b)服从或拒绝个人的这种行为被用作影响该人的就业决定的基础,或c)这种行为的目的或作用是不合理地干扰个人的工作表现或创造令人生畏,敌对或令人反感的工作环境。

我们将性骚扰分为两种类型:a)交换条件和b)敌对的工作环境。性骚扰可能包括一系列微妙和不太微妙的行为,并且可能涉及相同或不同性别的个体。视情况而定,这些行为可能包括不希望的性侵犯或要求获得性帮助;性笑话和影射;口头性侵犯;有关个人身体,性能力或性缺陷的评论;鼓舞,吹口哨或触摸;侮辱性或淫秽的评论或手势;在工作场所展示性暗示的物体或图片;以及其他具有性行为的身体,语言或视觉行为。

骚扰

严格禁止基于任何其他受保护特征的骚扰。根据这项政策,骚扰是指由于个人的种族,肤色,宗教,性别,性取向,性别认同或表现,国籍,年龄,残疾,婚姻状况,公民身份,遗传信息或任何其他法律保护的特征,或其亲戚,朋友或同伙的特征,并且:

a)目的或效果是营造胁迫,敌对或令人反感的工作环境, b)具有不合理地干扰个人工作绩效的目的或效果,或 c)否则会对个人的就业机会产生不利影响。

骚扰行为包括诽谤或负面陈规定型观念;威胁,恐吓或敌对行为; 开完笑和书面或图形材料,在公司时间或通过电子邮件,电话(包括语音)使用公司设备时,会贬低或显示对雇主或雇员在墙壁上或其他地方或在工作场所中散布的个人或团体的敌意或厌恶消息),短信,社交网站或其他方式。




Non-discrimination/Anti-Sexual Harassment Policy

AVL is committed to a work environment in which all individuals are treated with respect and dignity. Each individual has the right to work in a professional atmosphere that promotes equal employment opportunities and prohibits unlawful discriminatory practices, including harassment. Therefore, AVL expects that all relationships among persons in the office will be business-like and free of bias, prejudice and harassment.

AVL has developed this policy to ensure that all its employees can work in an environment free from unlawful harassment, discrimination and retaliation. AVL will make every reasonable effort to ensure that all concerned are familiar with these policies and are aware that any complaint in violation of such policies will be investigated and resolved appropriately.

Sexual harassment

Sexual harassment constitutes discrimination and is illegal. For the purposes of this policy, “sexual harassment” is defined as unwelcome sexual advances, requests for sexual favors and other verbal or physical conduct of a sexual nature when, for example: a) submission to such conduct is made either explicitly or implicitly a term or condition of an individual’s employment, b) submission to or rejection of such conduct by an individual is used as the basis for employment decisions affecting such individual, or c) such conduct has the purpose or effect of unreasonably interfering with an individual’s work performance or creating an intimidating, hostile or offensive working environment.

We categorize two types of sexual harassment: a) quid pro quo and b) hostile work environment. Sexual harassment may include a range of subtle and not-so-subtle behaviors and may involve individuals of the same or different gender. Depending on the circumstances, these behaviors may include unwanted sexual advances or requests for sexual favors; sexual jokes and innuendo; verbal abuse of a sexual nature; commentary about an individual’s body, sexual prowess or sexual deficiencies; leering, whistling or touching; insulting or obscene comments or gestures; display in the workplace of sexually suggestive objects or pictures; and other physical, verbal or visual conduct of a sexual nature.

Harassment

Harassment on the basis of any other protected characteristic is also strictly prohibited. Under this policy, harassment is verbal, written or physical conduct that denigrates or shows hostility or aversion toward an individual because of his or her race, color, religion, sex, sexual orientation, gender identity or expression,national origin, age, disability, marital status, citizenship, genetic information, or any other characteristic protected by law, or that of his or her relatives, friends or associates, and that:

a) has the purpose or effect of creating an intimidating, hostile or offensive work environment, b) has the purpose or effect of unreasonably interfering with an individual’s work performance, or c) otherwise adversely affects an individual’s employment opportunities.

Harassing conduct includes epithets, slurs or negative stereotyping; threatening, intimidating or hostile acts; denigrating jokes; and written or graphic material that denigrates or shows hostility or aversion toward an individual or group that is placed on walls or elsewhere on the employer’s premises or circulated in the workplace, on company time or using company equipment by e-mail, phone (including voice messages), text messages, social networking sites or other means.