SysAid is an equal opportunity employer and makes employment decisions on the
basis of merit and business needs. SysAid is committed to ensuring a harmonious
and productive work environment for its employees. This commitment recognises
that the work place should be free of sexual harassment. Sexual harassment is
unwanted, unwelcome and offensive behaviour and will not be tolerated under any
circumstances.
Harassment may take many forms, but the most common forms prohibited by this
policy include, but are not limited to:
- Verbal Harassment – jokes, epithets, slurs, stereotypes, or remarks that denigrate
or illustrate hostility or aversion toward an individual; - Physical Harassment – such as physical interference with normal work, impeding
or blocking movement, assault, unwelcome physical contact, leering at a person’s
body, and threatening, intimidating, or hostile acts that relate to a protected
characteristic; or - Written or Visual Harassment – such as offensive or obscene e-mail, text
messages, Internet or social media postings, photographs, calendars, posters, cards,
cartoons, drawings and gestures, display of sexually suggestive or lewd objects,
unwelcome notes or letters, and any other written or graphic material that denigrate
or show hostility or aversion toward an individual because of a protected
characteristic.
SysAid prohibits any and all conduct that may reasonably be interpreted as
harassment as defined above whether or not such conduct rises to the level of
unlawful harassment in the jurisdiction where such behavior occurs. Sexual
harassment applies equally to all genders. It is SysAid’s commitment that all
employees be treated in a respectful and courteous manner.
All SysAid employees are required to take the formal anti harassment training
provided by SysAid. This training shall be completed each year.
Any individual who believes that he or she has been subjected to any form of
discrimination, harassment or abusive conduct in violation of this policy should:
- Notify his or her manager, Human Resources, or any management
representative with whom he or she is comfortable as soon as possible. - SysAid encourages people who believe that they have been subjected to
discrimination, harassment or abusive conduct to provide a written
description of the incident(s) prompting the concern, including the names of
the individuals involved and the names of any witnesses.
Any and all SysAid employees, who become aware of any complaint in violation of
this policy should report the complaint to Human Resources.
SysAid shall undertake an objective investigation and will treat information obtained
during the course of the investigation as confidential to the extent reasonably
possible. A SysAid representative will advise the complaining employee(s) and the
accused employee(s) of the results of the investigation. At the conclusion of its
investigation, if SysAid determines a policy violation has occurred, it will take
effective remedial action commensurate with the severity of the offense with the
offender subject to appropriate disciplinary action, up to and including termination,
and potentially legal action. Steps will be taken, as reasonable and necessary, to
prevent any further violations of this policy.
Retaliation
SysAid will not retaliate (or tolerate retaliation by any of its employees) against you
for exercising your rights and reporting violations relating to this policy
(“whistleblowing”), or participating in the investigation of such complaints. If you
believe that you have been subjected to any form of retaliation in violation of this
policy, you should notify your supervisor, the Human Resources Department, or any
representative of management with whom you feel comfortable as soon as possible.
We encourage you to provide a written description of the incident(s) prompting your
concern, including the names of the individuals involved and the names of any
witnesses. SysAid will undertake a prompt and objective investigation to determine
all facts relevant to your complaint.
If SysAid determines that a violation of this policy has occurred, it will take effective
remedial action commensurate with the severity of the offense. Any employee
determined by SysAid to be responsible for retaliation in violation of this policy will
be subject to appropriate disciplinary action, up to and including termination.
SysAid prohibits retaliation against you for:
A. reporting incidents of harassment or perceived harassment,
B. making complaints of harassment, or
C. participating in investigations of incidents of harassment or perceived
harassment.
Any report of retaliation will be promptly and thoroughly investigated in accordance
with the Company’s investigation procedures outlined above. If a complaint of
retaliation is substantiated, appropriate disciplinary action, up to and including
termination of employment, may be taken.
