Sexual Harassment Policy

Good Witch Cleaning Services, LLC is committed to providing a workplace that is free from sexual harassment. Sexual harassment in the workplace is against the law and will not be tolerated. When Good Witch Cleaning Services, LLC determines that an allegation of sexual harassment is credible, it will take prompt and appropriate corrective action.

What Is Sexual Harassment?

Unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature constitute sexual harassment when:

1) An employment decision affecting that individual is made because the individual submitted to or rejected the unwelcome conduct; or

2) The unwelcome conduct unreasonably interferes with an individual's work performance or creates an intimidating, hostile, or abusive work environment.

Certain behaviors, such as conditioning promotions, awards, training or other job benefits upon acceptance of unwelcome actions of a sexual nature, are always wrong.

Unwelcome actions such as the following are inappropriate and, depending on the circumstances, may in and of themselves meet the definition of sexual harassment or contribute to a hostile work environment:

  • Sexual pranks, or repeated sexual teasing, jokes, or innuendo, in person or via e-mail;

  • Verbal abuse of a sexual nature;

  • Touching or grabbing of a sexual nature;

  • Repeatedly standing too close to or brushing up against a person;

  • Repeatedly asking a person to socialize during off-duty hours when the person has said no or has indicated he or she is not interested (supervisors in particular should be careful not to pressure their Team Members to socialize);

  • Giving gifts or leaving objects that are sexually suggestive;

  • Repeatedly making sexually suggestive gestures;

  • Making or posting sexually demeaning or offensive pictures, cartoons or other materials in the workplace;

  • Off-duty, unwelcome conduct of a sexual nature that affects the work environment.

A victim of sexual harassment can be a man, woman or non- binary individual. The victim can be of the same sex as the harasser. The harasser can be a supervisor, co-worker, other Team Member, or a non-Team Member who has a business relationship with the Company.

The Company’s Responsibilities Under This Policy

If the Company receives an allegation of sexual harassment, or has reason to believe sexual harassment is occurring, it will take the necessary steps to ensure that the matter is promptly investigated and addressed. If the allegation is determined to be credible, the Company will take immediate and effective measures to end the unwelcome behavior. The Company is committed to take action if it learns of possible sexual harassment, even if the individual does not wish to file a formal complaint.

The Owner is the main contact point for questions or concerns about sexual harassment. The Owner has responsibility for investigating or overseeing investigations of alleged sexual harassment. The Owner is committed to ensuring that all investigations of sexual harassment are conducted in a prompt, thorough, and impartial manner.

Supervisors and other responsible Department officials who observe, are informed of, or reasonably suspect incidents of possible sexual harassment must immediately report such incidents to The Owner, who will either initiate or oversee a prompt investigation. Failure to report such incidents to The Owner will be considered a violation of this policy and may result in disciplinary action. The Owner will provide guidance as needed on investigating and handling the potential harassment. Supervisors should take effective measures to ensure no further apparent or alleged harassment occurs pending completion of an investigation.

The Company will seek to protect the identities of the alleged victim and harasser, except as reasonably necessary (for example, to complete an investigation successfully). The Owner will also take the necessary steps to protect from retaliation those Team Members who in good faith report incidents of potential sexual harassment. It is a violation of both federal law and this policy to retaliate against someone who has reported possible sexual harassment. Violators may be subject to disciplinary action, up to and including termination.

Team Members who have been found by the Department to have subjected another Team Member to unwelcome conduct of a sexual nature, whether such behavior meets the legal definition of sexual harassment or not, will be subject to discipline or other appropriate management action. Discipline will be appropriate to the circumstances, ranging from a letter of reprimand through suspensions without pay of varying lengths to termination for cause. A verbal or written admonishment, while not considered formal discipline, may also be considered.

Team Members' Rights and Responsibilities Under This Policy

Any Team Member who believes he or she has been the target of sexual harassment is encouraged to inform the offending person orally or in writing that such conduct is unwelcome and offensive and must stop.

If the Team Member does not wish to communicate directly with the offending person, or if such communication has been ineffective, the Team Member has multiple avenues for reporting allegations of sexual harassment and/or pursuing resolution.

Team Members are encouraged to report the unwelcome conduct as soon as possible to any one of their Management Team Members. It is usually most effective— although it is not required—that the official be within the Team Member's supervisory chain. Responsible Company officials include Team Leads and General Managers, the offending person's Supervisor, and the Owner. An anonymous complaint can always be made using the Company’s anonymous email address: the email should be directed to goodwitchcleaning@gmail.com. 

Address 

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goodwitchcomplaints@gmail.com

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All Company Team Members, including but not limited to staff, supervisors, and senior officials, are required to comply with this policy. Team Members are also expected to behave professionally and to exercise good judgment in work-related relationships, whether with fellow Team Members, business colleagues, or clients with whom they come into contact in the course of their duties. Further, all Team Members are expected to take appropriate measures to prevent sexual harassment. Unwelcome behavior of a sexual nature should be stopped before it becomes severe or pervasive and rises to a violation of law.