|
EQUAL EMPLOYMENT OPPORTUNITY STATEMENT
SYSCO/Seattle is committed to the maximum utilization of all human resources and the goal of Equal Employment Opportunity and Affirmative Action. These objectives are reflected
in all aspects of our daily operations. We will continue to recruit, hire, train, and promote in all job titles without regard to race, color, religion, national origin, sex or age. Furthermore, we shall
continue to provide Equal Employment Opportunity for qualified disabled veterans, veterans of the Vietnam Era, and individuals with disabilities.
Every effort shall be made to ensure that all
employment decisions, company programs and personnel actions are administered in conformance with the principle of Equal Employment Opportunity. Each of us has a responsibility to support these
objectives and to ensure that this policy is fully implemented within our organization.
Timothy B. Cash is designated as the Company's Equal Employment Opportunity Coordinator, and is charged with
the responsibility to maintain the necessary programs, records, and reports to comply with all government regulations, including the maintenance of monitoring procedures for our policy objectives.
Just as we all share the responsibility for meeting the challenges of our business objectives, each of us must assume a leading role in making our Equal Employment policy work effectively.
POLICY PROHIBITING WORKPLACE HARASSMENT
The purpose of this policy is to establish clearly that Sysco Food Services of Seattle prohibits any type of improper harassment by any of its employees. It is the desire of
Sysco to promote a workplace which is professional and which treats all of those who work here with dignity and respect. In accordance with this policy, SYSCO FOOD SERVICES OF SEATTLE WILL NOT
TOLERATE ANY VERBAL OR PHYSICAL CONDUCT, GESTURES, OR ANY TYPE OF COMMUNICATION CONSTITUTING UNLAWFUL HARASSMENT. IT IS THE RESPONSIBILITY OF EACH EMPLOYEE TO DO HIS/HER PART TO ENSURE A WORKPLACE FREE
OF HARASSMENT.
Harassment is illegal and will not be allowed when it is based or focused on sex or gender, or race, color, religion, national origin, sexual orientation, age, veteran status or disability status. Further, any retaliation against an individual who has complained about harassment, or retaliation against individuals for cooperating with an investigation of a harassment complaint is similarly unlawful and will also not be tolerated.
Such prohibited workplace harassment includes unsolicited remarks, gestures or physical contact, display or circulation of written materials or pictures derogatory to either gender or to a
specific ethnic, religious or other protected group, or any other misconduct which interferes with work productivity or deprives employees of the opportunity to work in an environment free from
unsolicited, intimidating or offensive comments or conduct directed at such protected status. In addition, sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual
nature constitutes impermissible and illegal sexual harassment when: (1) Submission to such conduct is made either explicitly or implicitly a term or condition of an individual's employment; (2)
Submission to or rejection of such conduct by an individual is used as the basis for employment decisions affecting such individual; or (3) 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. Harassment, however, does not include the efforts of a supervisor or manager to
get an employee to properly, promptly and professionally perform assigned duties or tasks.
SYSCO REQUIRES ALL OF ITS EMPLOYEES TO IMMEDIATELY REPORT ANY VIOLATION OF THIS POLICY OR ANY INSTANCE
OF SUSPECTED ILLEGAL WORKPLACE HARASSMENT. THOSE EMPLOYEES WHO MAY NOT PERSONALLY EXPERIENCE SUCH HARASSMENT BUT WHO KNOW OR BELIEVE THAT SUCH BEHAVIOR HAS OCCURRED SHALL IMMEDIATELY BRING THIS TO THE
ATTENTION OF THE COMPANY AS WELL. THIS INCLUDES REPORTING INAPPROPRIATE ACTIONS OF NON-EMPLOYEES WHILE ON COMPANY PROPERTY OR SUCH CONDUCT OFFSITE IF IT OCCURS IN A BUSINESS CONTEXT.
REPORTING PROCEDURE:
Incidents of this nature must immediately be brought to the attention of the company. This may be done by reporting to the President, the Senior or Executive Vice President, The Vice President over Human Resources or to Human Resources Management. Such incidents may also be reported through Sysco's Ethics Hotline. The current telephone numbers for the Human Resources manager and the Ethics Hotline are listed below. Upon receipt of any such complaint, a prompt investigation into the allegations will occur in a fair and expeditious manner and appropriate remedial action will be taken.
ANY EMPLOYEE WHO IS FOUND TO HAVE VIOLATED THIS POLICY, OR WHO HAS FAILED TO REPORT A VIOLATION OF THIS POLICY, WILL BE SUBJECT TO DISCIPLINARY ACTION, UP TO AND INCLUDING IMMEDIATE
TERMINATION FROM EMPLOYMENT WITH SYSCO.
Regardless of the means an employee may select for resolving the problem, the initiation of a complaint of unlawful harassment will not adversely
reflect on the complainant nor will it affect his or her employment, compensation or work assignments.
The names and telephone numbers listed below may be changed at any time by Sysco. A current
list of these numbers will be posted on the Human Resources bulletin board or may be obtained at any time from the Human Resources Department.
Vice President, Human Resources:
Name: Tim Cash
Direct Dial: (206) 622-2261
ETHICS HOTLINE NUMBERS:
Local: (206) 721-2214
Toll Free: (877) 777-4020
|
