TO: All Hammond Lumber Company Employees
FROM: Rod Wiles
DATE: February 22, 2021
RE: Annual Harassment & Workplace Violence Policy Review
Over the past several years we’ve trained at least once a year on the issue of Harassment in the workplace. All of us should know the differences between what is appropriate and what is not. In fact, even our newest employees are counseled during orientation about what areas are inappropriate and/or illegal.
Never should there be a time when it is okay to sexually harass someone or engage in any other unlawful harassment.
Below, you will find Hammond Lumber Company’s policies on
the Hammond Lumber Company Harassment, Workplace Violence, and No Hero policies. As you know, Hammond Lumber Company absolutely:
- Prohibits unlawful harassment of any employee, and
- Prohibits all acts of violence, threats of violence and threatening behavior by its employees, customers or suppliers, or any other members of the public, on its premises.
Please review the policies in detail below. Once you have reviewed the information, please complete the accompanying questionnaire and submit your answers no later than March 22, 2021. Your responses will be automatically sent to HR once submitted for filing purposes. You will also receive a copy of the completed quiz via the email you provide in the questionnaire. If you have any questions, concerns, or are uncertain about anything that is covered in any of the policies, please call me directly or contact your store manager. It is essential that all Hammond Lumber Company employees understand and adhere to these critical policies.
Vice President of Human Resources
(207) 242-8991 (Cell)
Hammond Lumber Company Harassment Policy
Sexual Harassment Policy
Sexual Harassment in the workplace is unlawful, and it is also unlawful to retaliate against an employee for making a complaint of sexual harassment or for cooperating in an investigation of such a complaint. The Company absolutely prohibits sexual harassment of any employee, by a supervisor or a co-worker, and prohibits retaliation against any employee for making such a complaint or cooperating in the investigation of such a complaint. All supervisory personnel are responsible for enforcing this policy. Failure to do so will be considered a failure to fulfill all the responsibilities of the position.
“Sexual harassment” is defined as “Unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature 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.”
Sexual harassment does not refer to occasional compliments of a socially acceptable nature. It refers to behavior which is unwelcome. Examples of sexual harassment may include but are not limited to: 1) repeated offensive sexual flirtations, advances or propositions; 2) continued or repeated verbal abuse of a sexual nature; 3) graphic or degrading verbal comments about an individual or his or her appearance; 4) the display of sexually suggestive objects or pictures; and 5) any offensive or abusive physical contact.
In addition, no one should imply or threaten that an applicant’s or employee’s “cooperation” of a sexual nature (or refusal thereof) will have any effect on the individual’s employment, assignment, compensation, advancement, career development, or any other condition of employment.
According to the Equal Employment Opportunity Commission (EEOC), there are two types of sexual harassment claims: “quid pro quo” and “hostile work environment.”
- Quid pro quo means “this for that.” In this context, it involves expressed or implied demands for sexual favors in exchange for some benefit (e.g., a promotion, pay increase) or to avoid some detriment (e.g., termination, demotion) in the workplace. Quid pro quo harassment is perpetrated by someone who is in a position of power or authority over another (e.g., manager or supervisor over a subordinate).
- Hostile work environment harassment arises when speech or conduct is so severe and pervasive that it creates an intimidating or demeaning environment or situation that negatively affects a person’s job performance. This type of harassment can be perpetrated by anyone in the work environment, including a peer, supervisor, subordinate, vendor, customer, or contractor. Generally speaking, a single isolated incident will not be considered hostile environment harassment unless it is extremely outrageous and egregious conduct.
Harassment on Other Grounds
The Company prohibits harassment based on age, race, religion, color, sex, sexual orientation, gender expression or identification, ancestry or national origin, physical or mental disability, pregnancy, genetic information, or any other basis protected by law.
Unlawful harassment is verbal or physical conduct that denigrates or shows hostility or aversion toward an individual because of his/her legally protected characteristic or category and which:
- Has the purpose or effect of creating an intimidating, hostile, or offensive work environment;
- Has the purpose or effect of unreasonably interfering with an individual’s work performance; or
- Otherwise adversely affects an individual’s employment opportunities.
Harassing conduct includes, but is not limited to: epithets, slurs or negative stereotyping; threatening, intimidating or hostile acts; denigrating jokes and display or circulation in the workplace of written or graphic material that denigrates or shows hostility or aversion toward an individual or group (including through the Internet and e-mail).
Any employee who experiences harassment prohibited by this policy or who observes such harassment of another employee is requested to immediately report the matter to any one of the following persons:
- Your immediate supervisor, Branch Manager, Assistant Branch Manager, or directly to:
- Rod Wiles, VP of Human Resources, 2 Hammond Drive, Belgrade, ME, (207) 495-1124
- Wade Lesperance, Human Resources Manager, 2 Hammond Drive, Belgrade, ME, (207) 495-1187
- Sonya Poissonnier, HR Specialist, 2 Hammond Drive, Belgrade, ME, (207) 495-1232
- Bruce Pelletier, VP of Safety & Risk Management, 2 Hammond Drive, Belgrade, ME (207) 495-1158
- Hannah Colson, Chief Financial Officer, Ellsworth, ME (207) 664-2030
- Rod Bickford, Chief Operating Officer, 2 Hammond Drive, Belgrade, ME, (207) 495-1120
- Sadie Hammond, Director of Organizational Development, 2 Hammond Drive, Belgrade, ME, (207) 495-1233
- Donald Hammond, Executive Vice President, 2 Hammond Drive, Belgrade, ME, (207) 495-1100
- Michael Hammond, President & CEO, 2 Hammond Drive, Belgrade, ME, (207) 495-1116
The Company also prohibits retaliation against any employee for making a complaint of harassment or cooperating in the investigation of such a complaint. All supervisory personnel are responsible for enforcing this policy. Failure to do so will be considered a failure to fulfill all the responsibilities of the position.
The Company will, to the extent possible, conduct a prompt, objective, and discreet investigation of each complaint of sexual harassment. Confidentiality will be maintained to the maximum extent possible and information will be shared only with persons who need to know. Any employee who is determined, after investigation, to have harassed another employee in violation of this policy will be subject to appropriate disciplinary action, up to and including termination of employment. Should the Company determine that a temporary employee, consultant, vendor, or client is responsible for sexually harassing an employee, the Company will take necessary action to stop the harassment and/or to terminate the relationship with the person(s) responsible for the harassment, if appropriate.
If, after investigating a complaint of harassment or unlawful discrimination, the Company determines that an employee has knowingly provided false information regarding the complaint or has interfered with the investigation in any way, the Company may take disciplinary action, up to and including termination, against that employee.
Employees have the legal right to file a complaint of sexual harassment or general harassment with the Maine Human Rights Commission, and are protected by law from retaliation for exercising this right:
Maine Human Rights Commission
State House Station 51
Augusta, ME 04333
Hammond Lumber Company Workplace Violence Policy
To promote a safe work environment for all employees, The Company prohibits all acts of violence, threats of violence and threatening behavior by its employees, whether verbal, written or in electronic form, on Company premises or while the employee is engaged on Company business, or committed while the employee is off duty if it could adversely affect the Company, its customers or another employee.
Except as otherwise expressly permitted by State law under 26 M.R.S.A. §600, employees may not bring weapons of any kind onto the Company’s premises or while engaged on Company business. “Weapons” includes but is not limited to guns of any type or description, knives other than small pocketknives or edged tools approved for use on the job, martial arts weapons, chemical sprays, and explosives of any kind. Except as expressly permitted by State law, weapons may not be kept in an employee’s vehicle on Company premises, even if the vehicle is locked.
The Company also will not tolerate acts of violence, threats of violence and threatening behavior by customers or suppliers, or any other member of the public, on its premises.
Employees who violate this policy are subject to discipline up to and including immediate termination of employment. Non-employees who violate this policy may be requested to leave the premises and may be prohibited from returning to the premises. The Company may take legal action, civil or criminal against anyone violating this policy, if the circumstances warrant it.
Maintaining a safe workplace requires participation by all employees and members of management. If you notice any behavior that appears to be a threat or act of violence, or if you have good reason to believe that a threat or act of violence is likely to occur, you should report it immediately to your immediate supervisor, Branch Manager, Assistant Branch Manager, or to the Human Resource Department. Supervisors, Branch Managers, or Assistant Branch Managers must make such a report if they have any reason to believe that a threat or act of violence has occurred or is likely to occur.
If any of our stores are held up, or you witness a theft, do not try to be a hero. Do not attempt to pursue the thief–give the thief whatever he/she asks for. Try to remain calm and pay attention to any distinguishing features such as scars, accents, hair color, make of car, license plate number, etc. Advise your store manager as soon as the person leaves. Notify Michael Hammond, or Donald Hammond immediately, day or night. REMEMBER: Don’t do anything that might endanger yourself or your co-workers.
Once you have reviewed the policy information above, you may proceed and take the quiz.