| PERSONNEL
POLICIES AND PROCEDURES Effective 04-NOV-91
Harassment
SCOPE:
| U.S.
Philosophy
| One of Digital's key goals is to create a work place and a
| working environment that supports 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 a work environment that is as free of unlawful
| discrimination and harassment as possible.
| Harassment of employees by coworkers, supervisors, managers,
| customers or vendors will not be permitted, regardless of their
| working relationship. Reprisals for reporting harassment are
| also prohibited. Harassment and reprisals 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) sex, (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 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 from a coworker, supervisor, manager, customer or
| vendor can report the conduct to their supervisor or manager,
| local Personnel or others within the Company as outlined in
| Digital's Open Door Policy, (See Personnel Policy 6.02, Open
| Door). U.S. EEO/AA 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 receiving
| reports of harassment are required to immediately report all
| allegations that come to their attention to their local Personnel
| Organization. Personnel will immediately contact the U.S. EEO/AA
| Organization for assistance in establishing an appropriate
| investigative process. These investigations are conducted at the
| direction of the Law Department and U.S. EEO/AA with the
| assistance of local Personnel and management. 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 Corrective Action and Discipline 6.21).
| 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, an 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 Personnel Policy 6.21 Corrective
| Action and Discipline.
Sexual Harassment
| Sexual harassment includes unwelcome sexual advances, requests
| for sexual favors, particularly if they are made a condition of
| employment and any other verbal or physical conduct that is both
| sexual and offensive in nature or that has the purpose or effect
| of creating a hostile, offensive or intimidating environment on
| account of sex.
| In determining whether alleged conduct is sexual harassment, the
| nature of the actions and the context in which they supposedly
| occurred must be examined.
| Experience has shown that a clear statement to the person
| engaging in the offensive behavior is often all that is necessary
| to stop the conduct. Employees who believe they are being
| harassed are encouraged to let the person engaging in the conduct
| know how they feel, but they are not required to do so.
|
| Confidentiality
==================
The contents and membership list of this file must remain strictly
confidential to the members. Do not share the contents of this file
with non-members without the express permission of the author. Do not
identify or contact any members of this file in any way that
compromises their privacy.
Responsibility
=================
The author of a note is fully responsible for its content.
The moderators are responsible for maintaining the membership reviewing
the contents to insure that material posted in it meets the letter and
spirit of Digital Personnel Policies, as described in policy 6.54.
This is the one and only responsibility assumed by the moderators. The
participants are expected to have read and understood the applicable
policies.
Content
==========
Neither obscenity nor "fighting words" are will permitted or tolerated
in TNPUBS_VOD. Vulgar expressions and sexual, racial, ethnic, and
religious slurs are unacceptable and will be not permitted or tolerated.
TNPUBS_VOD may not be used to harass or abuse others. Harassment occurs
when someone takes offense with some statement, asks for it to stop, and
the act is not stopped. Offensive statements are not statements that one
may disagree with but statements with the intent of provoking anger,
persistent insulting language, or ridicule.
Notes which, in the judgment of the moderators, are disruptive of the
conference or the purpose of the conference are prohibited. This
includes, but is not limited to, cryptic or incomprehensible notes;
notes intended to "test the limits;" or notes that appear to be feuds
between participants.
Do not defame any named individual or group of individuals through
slander, libel, or statements of a demeaning, derogatory, or
threatening intent. "Humor" will not be accepted as a justification
for any such statements. Comments that reflect negative judgements on
any member's personal character, or that are intended to inflict harm
on any member's self-esteem are inappropriate in a corporate notes
file.
Do not say anything that may involve Digital in a lawsuit or affect
Digital in any current or pending litigation. You should avoid
anything that may cause this file to be used as evidence in a civil or
criminal proceeding.
Adjudication
================
If a note has been set hidden or deleted by the moderators, the author
of the note must comply with this decision and may not repost the note,
either in its original form, or in a substantially similar version
without specific written permission from the moderators.
If a participant disagrees with any decision of the moderators, the
problem must be resolved outside the conference, either by
communication with the moderators, or by methods outlined in Digital
Policies and Procedures, especially the Open Door Policy (Policy 6.02)
Guideline
============
The moderators are neither editors nor referees. They are expected to
use reasonable standards of judgment and diligence in applying the
rules of the conference and to interpret Digital's Policies and
Procedures in a fair and equitable manner.
A participant who has a problem with a note is requested first to
attempt to resolve the dispute with the note's author. If this fails,
or is inappropriate in a particular situation, the participant should
use the Notes SEND/MODERATORS command to inform the moderators of the
issue.
Violations
============
If members engage in behavior beyond the notes file that involves
harassment or breach of confidentiality, their membership may be
revoked and the issue may be brought to personnel for resolution.
Noters who engage in repeated acts of harassment or disruption within
the file will be warned if the moderators consider their behavior to
pose a threat to the stated purpose of the file. Cases of repeated
violations will be considered on an individual basis, and include
communication and attempted resolution with the member. If no other
resolution can be reached, the membership of such noters may be
suspended or revoked.
|
| Fellow T&N Pubbers,
TNPUBS::TNPUBS_VOD notesfile
Anonymous Notes Policy
Any member of our community may post a note anonymously on any topic
via the moderator, Scott Forten. No permission need be asked, no reason
need be given, nor is there a limit on the number of notes that will be
posted for a member.
To have a note posted anonymously, write your note and send it to Scott
at TNPUBS::FORTEN, telling him what string to post it to if it's not a
basenote, and what if any title you want it to have. It will be posted
at the earliest possible opportunity.
The identity of an anonymous author is never divulged to a non-moderator.
Scott has had responsibility for posting notes anonymously in his experience
as a moderator for another notesfile.
If you have any questions about the process or policy involved, please
don't hesitate to ask Scott Forten, John Harrison, Debbie Salois, or Ruth
Chandonait.
Happy noting,
-Ruth
|