Glitch, Inc. is committed to maintaining a workplace free of unlawful discrimination and harassment based on race, color, religion, sex (including pregnancy, childbirth or related medical condition), gender identity, sexual orientation, national origin, ancestry, age, disability, veteran status or any other factors prohibited by law (“prohibited behavior”). The company considers such behavior unacceptable and contrary to our core values in that it undermines our goal of providing an inclusive environment. The company does not tolerate any violation of this policy.
This policy also specifically prohibits sexual harassment as defined by various laws and regulations. Sexual harassment is defined as unwelcome sexual advances, requests for sexual favors or other verbal or physical conduct of a sexual nature.
Sexual harassment takes place when any of these occur:
Submission to such conduct is made either explicitly or implicitly a term or condition of an individual’s employment.
Submission to or rejection of such conduct by an individual is used as the basis for employment decisions affecting such individual.
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.
The following are examples of types of prohibited behavior that are not allowed:
Verbal harassment: epithets, derogatory comments, negative stereotypes, offensive remarks or slurs. Examples: name-calling, belittling, jokes, sexually explicit or degrading words to describe an individual, comments about an employee's anatomy and/or dress, questions about a person’s sexual practices, use of patronizing terms or remarks, verbal abuse or graphic verbal commentaries about the body, or requiring or suggesting that an employee wear sexually suggestive clothing
Physical harassment: assault, impeding or blocking movement or any physical interference with normal work or movement, when directed at an individual. Examples: touching, pushing, pinching, patting, grabbing, brushing against or poking another employee's body.
Visual harassment: offensive or sexually explicit material (whether electronic or paper). Examples: discriminatory or sexually oriented pictures, posters, cartoons, writings or objects; viewing, displaying or permitting the display of sexually explicit, discriminatory or hate-based materials on a computer, over the Internet or the company intranet; obscene letters, love letters or notes, invitations, e-mails, or other forms of Web-based communications such as chat rooms. Visual harassment may also include staring at an employee's anatomy, leering, or making sexually oriented gestures.
Sexual favors: unwanted sexual advances that condition an employment benefit upon an exchange of sexual favors. Examples: continued requests for dates; promises of advancement or additional wages in exchange for sexual favors; any threat of demotion, termination or similar adverse job action if requested sexual favors are not given; making or threatening reprisals after a negative response to sexual advances or propositioning an individual.
It is impossible to define every action or all words that could be reasonably interpreted as harassment or discrimination. The examples listed above are not meant to be a complete list of prohibited behavior, nor do they always constitute unlawful harassment or discrimination. However, the company prohibits not only conduct which is severe enough to constitute a violation of the law, but also conduct, which although not unlawful, is still determined by the company to be inappropriate in the workplace.
Although it depends upon the circumstances, sexual harassment generally involves behavior that is uninvited, unwelcome and repeated. Sexual harassment may occur regardless of the intention of the person. Sexual harassment may involve an employee at any level or gender or an individual conducting business with or for the company.
Sexual harassment also may occur outside the workplace, depending upon the circumstances. The same standards of acceptable behavior applicable to employees’ regular work environment also apply to all company sponsored business activities taking place outside the workplace. Outside business activities, including entertainment, should not be conducted at establishments where sexually explicit or offensive entertainment is offered. Employees should take care not to engage in any work-related activity (inside or outside the workplace) that could reflect poorly upon the company or otherwise cause damage to the company’s business reputation.
Reporting sexual harassment or other prohibited behavior
Do not tolerate prohibited behavior, including sexual or other unlawful harassment or discrimination. You should report such conduct even if you are not the target. Managers should report the conduct to the President or the CEO.
If you believe you are being sexually harassed, you may consider confronting the harasser and asking him or her to stop, if it is appropriate and sensible to do so. The person may not realize the advances or behaviors are offensive. Sometimes a direct discussion ends the situation.
Report prohibited behavior including sexual harassment, other unlawful harassment or discrimination by contacting your manager or any other manager at the company, including Anil or Jordan.
Although you may feel reluctant or embarrassed to make such a report, we encourage you to do so. Employees may not be discriminated against or retaliated against for reporting what they reasonably believe to be prohibited behavior, including harassment or discrimination. Reporting may be done either in writing or verbally.
The company does not tolerate discrimination or unlawful harassment of any kind. It investigates reported incidents of prohibited behavior and retaliation. Investigations are conducted in as discreet a manner as is compatible with a thorough investigation of the complaint. If the company finds this policy was violated or other inappropriate conduct of a sexual, discriminatory or retaliatory nature has occurred, disciplinary action, up to and including immediate termination from employment, may result.