Prohibited Harassment and Discrimination

Lakeland is committed to providing a work environment that is free from harassment and illegal discrimination. Lakeland will not tolerate any form of harassment or discrimination in the workplace based on an individual?s race, color, national origin, age, religion, marital status, disability, height, weight, or any other protected characteristic.

Sexual Harassment: Sexual harassment includes unwelcome sexual advances, requests for sexual favors or other verbal or physical conduct of a sexual nature by supervisors or others in the workplace where:

submission to such conduct is made either an explicit or implied term or condition of employment;

submission or rejection of such conduct is used as a basis for employment-related decisions such as hiring, promotion, performance, evaluation, pay adjustment, discipline, work assignment, etc.; and

conduct or communication that substantially interferes with work performance or creates an intimidating, hostile or offensive working environment.

Sexual harassment also includes:

unwelcome sexual advances or propositions;

verbal abuse of a sexual nature;

requests for sexual activities; unnecessary touching of an individual;

graphic or verbal commentaries about an individual?s body;

sexually degrading words used to describe an individual;

a display in the workplace of sexually suggestive objects or pictures;

sexually explicit or offensive jokes;

non-sexual, inappropriate conduct which is targeted at only one gender; and

physical assault.

Other Discriminatory Harassment: In general, ethnic or racial slurs and other verbal or physical conduct relating to a person?s race, national origin, age, marital status, disability, religion, height, weight or other protected characteristic constitutes harassment when they unreasonably interfere with the person?s performance or create a hostile or intimidating environment.

Any employee who believes he or she has been harassed or discriminated against in violation of this policy should immediately (1)?let the individual(s) know that you find the behavior offensive and that you expect it to cease and desist; and (2)?report the conduct to your supervisor or the Cooperative Director. Employees can make reports without fear of reprisal or retaliation.

Any supervisor or manager who becomes aware of possible sexual or other unlawful harassment or discrimination must immediately advise the Cooperative Director or the Administrative Services Manager so that it can be promptly investigated.

A prompt, thorough and impartial investigation of all complaints will be conducted in as confidential a manner as possible. Any employee who, after investigation, is found to have harassed or discriminated against another employee, will be subject to appropriate disciplinary actions, up to and including termination from employment. Additionally, harassing and discriminatory conduct may result in individual liability to the offending employee. Lakeland will not threaten or retaliate against an individual who alleges unlawful harassment. However, knowingly and intentionally false charges may result in adverse action. Any employee who is alleged to have harassed or retaliated against another employee who has filed a complaint will be subject to appropriate disciplinary action, up to and including discharge. We take employee discrimination and harassment very seriously at Lakeland and, under no circumstances, will it be tolerated.

Policy No.  703  Issued  10/1/2002  Applicable  8/8/2002