| ----------------------------------------------------------------------------
| HUMAN RESOURCE | Section HR006-03 |
| | Page 1 of 3 |
| POLICIES AND PROCEDURES | Effective 06-NOV-96 |
----------------------------------------------------------------------------
HARASSMENT
Scope: U.S.
Philosophy:
One of Digital's key goals is to create a work place and a
working environment that support employees' efforts to maximize
their individual human potential. This goal is based on our
firm belief that the success of the company is directly tied to
the success of its employees.
Policy:
It is the policy of Digital Equipment Corporation to provide
all of its employees with a work environment that is as free of
discrimination and harassment as possible.
| Harassment by employees, supervisors, managers, customers or
| vendors will not be permitted, regardless of their working
| relationship. Retaliation for reporting or cooperating in a
| harassment investigation is also prohibited. Harassment and
| retaliation for reporting harassment are serious offenses of
| Digital's work rules and will be subject to discipline up to
| and including termination.
Definitions:
Harassment refers to conduct or behavior which is personally
offensive or threatening, impairs morale or interferes with the
work effectiveness of employees. Harassment may be illegal and
may subject the company and the individuals who engage in the
harassment to significant liability. However, behavior does
not have to rise to the level of illegal conduct to violate
this policy.
This policy refers, but is not limited, to harassment in the
following areas: (1) age, (2) race, (3) color, (4) national
| origin, (5) religion, (6) gender, (7) sexual orientation, (8)
disability status and (9) veterans status. Examples of such
harassment include, but are not limited to: conduct or comment
that threatens physical violence; offensive, unsolicited
remarks, unwelcome gestures or physical contact; display or
----------------------------------------------------------------------------
| HUMAN RESOURCE | Section HR006-03 |
| | Page 2 of 3 |
| POLICIES AND PROCEDURES | Effective 06-NOV-96 |
----------------------------------------------------------------------------
circulation of written materials or pictures degrading to any
gender, racial, ethnic, religious or other group listed above
and verbal abuse or insults about, or directed at, any employee
or group of employees because of their membership in any of the
groups listed above.
Practice:
Individuals who believe that they or others have been subjected
| to harassment can report the conduct to their supervisor or
| manager, local Human Resources or others within the Company as
| outlined in Digital's Open Door Policy (see Human Resource
| Policy HR006-02, Open Door). U.S. EEO/Diversity is also
available to receive and respond to reports of harassment.
While employees are encouraged to report instances of harassment
to their supervisors or managers first, they are not required to
do so.
Managers, supervisors and other designated resources either
| observing or receiving reports of harassment are required
| to immediately report all allegations that come to their
| attention to their Human Resources organization.
| Investigations will be handled in as timely and confidential
| a manner as possible.
Employees accused of harassment should be given sufficient
information about the allegations to provide them a reasonable
opportunity to respond before any Corrective Action or
Discipline is imposed. Accused employees should not be assumed
to have violated this policy unless and until the investigation
described above establishes that they have done so.
In the event that an investigation determines that an employee
has violated this policy, managers and supervisors shall take
prompt appropriate disciplinary action up to and including
| termination of employment. (see Human Resource Policy HR006-21
| Corrective Action and Discipline)
Where that investigation establishes a violation of policy that
does not result in the termination of the harasser's
employment, the managers and supervisors are responsible for
carefully explaining this policy to the harasser, and for
informing him or her that any further instances of harassment
will result in immediate termination of employment. A record
of that communication/warning must be retained in the Personnel
| Discipline file specified in Human Resources Policy HR006-21
Corrective Action and Discipline.
----------------------------------------------------------------------------
| HUMAN RESOURCE | Section HR006-03 |
| | Page 3 of 3 |
| POLICIES AND PROCEDURES | Effective 06-NOV-96 |
----------------------------------------------------------------------------
Human Resource POLICY REFERENCES:
| HR006-11 Sexual Harassment
| HR006-21 Corrective Action and Discipline
| HR006-24 Employee Conduct
| HR006-54 Proper Use of Computers, Systems and Networks
|