At Imosys, we are committed to providing a positive environment where everyone can be a successful contributor. To that end, each of us should expect and has a responsibility to uphold, a workplace and culture that are free of harassment, discrimination, misconduct, abusive conduct, and retaliation. This policy applies to conduct by and towards many types of individuals, including but not limited to, applicants, employees (including interns, co-workers, supervisors, and managers), temporary and vendor workers, and independent contractors, customers, clients and other third parties, at work and at work-related social events, such as office parties, off-sites, and client entertainment events.
Employees who are found to have violated this policy are subject to discipline, including but not limited to: coaching, training, a verbal warning, a written warning, impact to performance ratings, impact to compensation, or termination of employment. Temporary and vendor workers, and independent contractors are also expected to abide by this policy and behave appropriately when on our premises or at events interacting with our employees or one another. Policy violations by temporary and vendor workers and independent contractors may result in actions such as removal from the premises or termination of a business contract.
Visitors, clients, customers and other third parties are expected to conduct themselves appropriately as well, when on our premises or at our events or when interacting with our employees or temporary and vendor workers, and independent contractors. If you observe behaviour by a third party on company property, at a company event or interacting with our employees or temporary and vendor workers, and independent contractors that appears inappropriate or that otherwise violates this policy, please speak up via the channels outlined below (see Addressing a concern below).
Any behaviour that is inappropriate or otherwise violates this policy may result in actions such as removal from the premises or event or termination of a business contract. Additionally, Imosys may take into account and review allegations of behaviour that occur outside the course of employment, to the extent permitted by law, where Imosys determines such conduct may materially affect the workplace. This policy defines problematic conduct, explains where it can be reported, and describes how concerns are handled and Imosys’s policy against retaliation. It is subject to local laws.
Harassment is unwelcome conduct (physical, verbal or non-verbal) based on an individual’s protected status that creates an environment that is intimidating, hostile, or abusive, or a situation where enduring such conduct is a condition of employment. Harassment can be one severe incident or a series of less severe incidents.
In addition, harassment can range from extreme forms such as violence, threats, or physical touching to less obvious actions like ridiculing, teasing, or jokes based on a co-worker’s protected status.
Sexual harassment is addressed separately below. Other types of harassment may include the following types of conduct:
This list of examples is not exhaustive, and there may be other behaviours that constitute unacceptable harassment under the policy. All employees have an obligation to comply with this policy and if you observe or become aware of conduct that might violate this policy, you should immediately report it. Imosys may consider conduct to be a violation of this policy even if it falls short of unlawful harassment under applicable law. For more information on how to raise a concern or the investigations process, read Workplace Concerns & Investigationsbelow.
Sexual harassment is unwelcome conduct (physical, verbal or non-verbal) of a sexual nature and includes, but is not limited to, conduct such as the following:
Sexual harassment can happen regardless of the gender, gender identity; orientation or gender expression of the individuals involved, and can, for example, occur between same-sex individuals as well as between opposite-sex individuals. It does not require that the harassment conduct be motivated by sexual desire. In some instances, sexual harassment may not only be a violation of company policy but also is a form of workplace discrimination and is against the law.
When determining whether conduct constitutes harassment or sexual harassment, we consider whether a reasonable person could conclude that the conduct created an intimidating, hostile, or offensive workplace environment. “I didn’t mean it,” “it was just a joke” and/or “I was drinking” are not excuses for engaging in inappropriate conduct. Usage of any form of alcohol, drugs and smoking are prohibited in Imosys Premises.
Discrimination is behavior affecting the workplace, which can take place between Imosys, temporary and vendor workers, and independent contractors, clients, and/or customers those results in the terms and conditions of an individual’s employment being adversely affected due to the individual’s protected status. Discriminatory conduct can include taking actions based on a person’s protected status such as intentionally reducing someone’s performance score, or bonus, not putting someone up for promotion, or putting someone on a performance improvement plan, just as examples.
Imosys prohibits discrimination or harassment based on certain characteristics, known as protected statuses. Protected status may include categories like, actual or perceived:
Imosys holds employees to the highest standards of ethics and conduct to maintain a healthy, fun and collaborative environment. We expect Imosys employees to work cooperatively with co workers, temporary and vendor workers, and independent contractors clients, and visitors (including applicants), and maintain basic standards of civility and respect. We strongly believe that Imosys employees expect the same.
We at Imosys also have a legal responsibility to maintain a work environment free of unlawful harassment as well as an interest in maintaining our collaborative environment. All employees have an obligation to comply with this policy, and if you observe or become aware of conduct that might violate this policy, you should immediately report it. For more information on how to raise a concern or the investigations process, read “Workplace Concerns & Investigations below”. Certain prohibited behaviors could result in disciplinary action up to and including termination. Examples of those behaviors are provided below.
Nothing in this policy, or any other Imosys policy, limits employees’ rights. talk about pay, hours, or Imosys policies, or other terms of employment or working conditions, as long as employees abide by basic standards of civility and respect, or to communicate with a government agency or official regarding terms and conditions of employment or any violation of law.
Failure to maintain basic standards of civility towards one another, temporary and vendor workers, and independent contractors and visitors (including applicants) pursuant to our Imosys Values of the User, Respect the Opportunity and Respect Each Other. Examples include but are not limited to:
Imosys prohibits retaliation for raising a concern about a violation of policy or law or participating in an investigation relating to a violation of policy or law. Retaliation means taking an adverse action against an employee or temporary and vendor workers, and independent contractors as a consequence of reporting, for expressing an intent to report, for assisting another employee in an effort to report, for testifying or assisting in a proceeding involving sexual harassment under any federal, state or local anti-discrimination law, or for participating in the investigation of what they believe in good faith to be a possible violation of our Code of Conduct, Imosys policy or the law.
In some instances, it may not only be a violation of company policy but also against the law for an employee to retaliate against another for their participation in the complaint process. Adverse action may include but is not limited to, discipline, termination or demotion. We can’t guarantee a conflict-free workplace. Imosys employees can and do discuss a variety of topics — work and non-work-related — and often feel passionate about their discussions. If you report something that is not a policy violation and you believe you are being treated adversely as a result, you should feel free to report that and we will look into it, but it may not amount to retaliation under this policy.
Addressing a concern has an obligation to comply with this policy and is expected to foster a workplace culture that is free of harassment, discrimination, abusive conduct and retaliation. If you observe or become aware of such improper conduct that might violate this policy, you should immediately report it. There are multiple ways in which you can raise or escalate a concern about improper conduct under this policy, including the following:
We try to look into and resolve workplace concerns as quickly as we can: we don’t want to have an uncomfortable situation continue to exist, but we need to be thorough. As we look into an issue, it’s possible we might need to come back to you and others to get additional information. We realize this may be difficult or upsetting, but we want to make sure that our information is accurate and as complete as possible to fairly assess the situation and determine next steps, and we will need your continued assistance as we do this. As we gather information, we may discover that there are additional people we need to speak with or documents we need to review, which can take more time.
We’ll do our best to give you a timeframe for when you can expect us to follow up with you. Once the team looking into your concern has gathered the information they need, they will need to reasonably conclude what they believe happened and whether any policies were violated. They will then work with HR and the appropriate business leaders to make recommendations on what actions to take. If it’s decided that corrective action is appropriate, this could include but is not limited to: coaching, training, a verbal warning, a written warning, impact to performance ratings, impact to compensation, demotion, suspension, transfer or termination of employment. In most circumstances, when the inquiry has been completed, someone from the team looking into the issue, HR and/or your manager will follow up with you,as well as the individual about whom the complaint was made, to share what we can, regarding the outcome.
While we typically create written documentation for the basis of the decision, together with any corrective action(s), the information we can share at the end of the process of looking into a concern is limited to protect the confidentiality and privacy of all parties involved. While we might be able to share general information about our process and whether we believe the concern violated any Google policies, we will most likely not be able to share more specific information about our inquiry, including details of any corrective action involving others, unless otherwise required by local, state or central law. We understand this may be frustrating, and that not everyone may be happy with the outcome every time. In any given issue, there can be a variety of perspectives and we try to take them all into account when looking into a concern.