EEO Statement
Purpose
To demonstrate how the OSJL culture aligns to the Mission, Vision, and Values. The external facing EEO statement will ensure compliance with state and federal laws. For example, in the State of Connecticut employers must provide all associates the sexual harassment policy by personal email and/or external website.EEO Statement
OSJL is an equal opportunity employer that does not discriminate in employment opportunities or practices on the basis of age, race, color, religion, sex, gender, gender identity or expression, sexual orientation or preference, pregnancy, marital status, national origin, disability, genetic information, or any other characteristic protected by law. This governs all aspects of employment, including prospective employment and the application and interview process, selection, job assignment, compensation, discipline, termination, and access to benefits and training.Our associates are directly linked to the Company achieving its mission, vision, and values along with helping our associates to achieve their own mission, vision, and values. Values are central to our organization.
Additionally, it is the goal of Ocean State Job Lot ("OSJL" or the "Company") to promote a workplace that is free of sexual harassment. In keeping with this commitment, OSJL will not tolerate sexual harassment by any applicant or associate, or by anyone, including any Member of Management, supervisor, co-worker, vendor, or customer.
Company Policy & Procedure: Sexual harassment of associates occurring in the workplace or in other settings in which associates may find themselves in connection with their employment is unlawful and will not be tolerated by the Company. Further, any retaliation against an individual who has complained about sexual harassment is unlawful and will not be tolerated. To achieve our goal of providing a workplace free from sexual harassment, the conduct that is described in this policy will not be tolerated and OSJL has provided a procedure by which it will deal with all inappropriate conduct.
Because OSJL takes allegations of sexual harassment seriously, the Company will respond promptly to complaints of sexual harassment and where it is determined that such inappropriate conduct has occurred, will act promptly to eliminate the conduct and impose such corrective action as is necessary, including disciplinary action where appropriate.
Please note that while this policy sets forth the goals of promoting a workplace that is free of sexual harassment, the policy is not designed or intended to limit OSJL's authority to discipline or take remedial action for workplace conduct which the Company deems unacceptable, regardless of whether that conduct satisfies the definition of sexual harassment.
Definition of Sexual Harassment: Sexual harassment is a form of misconduct that undermines the integrity of the employment relationship. "Sexual harassment" is defined as sexual advances (either verbal or physical), requests for sexual favors, and other verbal or physical conduct of a sexual nature when:
Submission to or rejection of such advances, requests, or conduct is made either explicitly or implicitly a term or condition of employment or as a basis for employment decisions, or such advances, requests or conduct have the purpose or effect of unreasonably interfering with an associate's work performance by creating an intimidating, hostile, humiliating, or sexually offensive work environment. Under this definition, direct or implied by requests of a supervisor for sexual favors in exchange for actual or promised job benefits such as favorable reviews, salary increases, promotions, increased benefits, or continued employment constitutes sexual harassment.
While it is not possible to list all those additional circumstances that may constitute sexual harassment, the following are some examples of conduct, which, if unwelcome, may constitute sexual harassment depending upon the totality of the circumstances including the severity of the conduct and its continuance.
- Unwelcome sexual advances - whether they involve physical touching or not.
- Sexual epithets, jokes, written or oral references to sexual conduct.
- Gossip regarding one's sex life.
- Comment on an individual's body or comment about an individual's sexual activity, deficiencies, or prowess.
- Unwelcome leering, whistling, brushing against the body, sexual gestures, or suggesting or insulting comments.
- Inquiries into one's sexual experiences.
- Discussion of one's sexual activities.
All associates should take note that, as stated above, retaliation against an associate who has complained about sexual harassment, and retaliation against associates for cooperating with an investigation of sexual harassment complaint is unlawful and will not be tolerated by the Company.
I. COMPLAINTS OF SEXUAL HARASSMENT
If any associate believes that he or she has been subjected to sexual harassment, the associate has the right to file a complaint with the Company. This may be done in writing or orally. You should immediately report your complaint to your supervisor. If the incident involved your supervisor or you are uncomfortable discussing your complaint with your supervisor or any Member of Management, you may report the incident to any member of OSJL's Human Resources Business Partner team,Regional Director, or District Manager. See contact information on page 6.
If you would like to file a complaint directly with the home office, you may do so by contacting; Bob Selle, Chief Human Resources Officer at ext. 1460; Tom McMullen, Director of Human Resources at ext 1120; Steve Catania, Director of Loss Prevention at ext. 1570 or Tracy Baran, General Counsel at ext 1692. These people are available to discuss any concerns you may have and to provide information to you about the Company's policy on sexual harassment and the complaint process.
Supervisors or Members of Management who receive a complaint of sexual harassment or witness or become aware of any alleged or possible sexual harassment should immediately contact the home office or any of the people listed above. Failure to do so will result in disciplinary action, up to and including termination.
II. SEXUAL HARASSMENT INVESTIGATION
When the Company receives a complaint, it will promptly investigate the allegation in a fair and expeditious manner. The investigation will be conducted in such a way as to maintain confidentiality to the extent practicable under the circumstances. The investigation will include a private interview with the person filing the complaint and with witnesses. The Company will also interview the person alleged to have committed sexual harassment. When the investigation is complete, the Company will, to the extent appropriate, inform the person filing the complaint and the person alleged to have committed the conduct of the results of that investigation. If it is determined that inappropriate conduct has occurred, and where it is appropriate, the Company will also impose disciplinary action.
III. DISCIPLINARY ACTION
If it is determined that inappropriate conduct has been committed by an associate, OSJL will take such action as is appropriate under the circumstances. Such action may range from counseling to termination from employment, and may include such other forms of disciplinary action, as the Company deems appropriate under the circumstances.
IV. STATE AND FEDERAL REMEDIES
In addition to the above, if you believe you have been subjected to sexual harassment, you may file a formal complaint with either or both of the government agencies set forth below. Using OSJL's complaint process does not prohibit you from filing a complaint with these agencies. Each of the agencies has a short time period for filing a claim (as noted below).
