4.7 | Harassment

The Common Thread Collective is committed to providing a work environment that is respectful and professional.  This policy applies to all employment-related settings, including business trips, business-related social events, and recreational, volunteer and entertainment activities.  Common Thread Collective does not tolerate harassment based upon any of the characteristics described below by or towards anyone doing business with Common Thread Collective, including managers, supervisors, co-workers, volunteers, interns, customers, vendors, and contractors.  Any entrepreneur  who engages in or who condones conduct prohibited by this policy is subject to severe discipline, up to and including termination of employment.  Entrepreneurs who violate this policy may also be held personally liable for their own harassing conduct.

The conduct prohibited by this policy is unwelcome conduct on the basis of an individual’s race, color, national origin, ancestry, creed, religion, age, citizenship, military and veteran status, sex, sexual orientation, gender, gender identity or expression (including transgender status), marital status or civil partnership/union status, physical or mental disability (actual or perceived), medical condition, AIDS/HIV status, genetic characteristics, pregnancy (including perceived pregnancy, childbirth, breastfeeding, and related medical conditions,), possession of an undocumented drivers’ license, or any other status protected by applicable federal, state, or local laws.  Common Thread Collective prohibits such conduct even if it is not as severe or pervasive as to constitute illegal harassment.

Among the types of behavior prohibited by this policy are epithets, slurs, jokes, negative stereotyping, intimidation, and the circulation or posting of written or graphic materials that demean or show hostility toward individuals because of their protected status.

Sexual harassment is a problem that deserves special mention. Unwelcome sexual advances, requests for sexual favors, and other verbal, physical, visual, or electronic conduct based on sex, constitute prohibited sexual harassment when: 

1. submission to such conduct becomes an implicit or explicit term or condition of employment, or
2. submission to or rejection of the conduct is used as the basis for any employment decision, or
3. the conduct has the purpose or effect of unreasonably interfering with an individual’s work performance or creating an intimidating, hostile or offensive work environment.

Sexual harassment includes harassment of an another entrepreneur who is the same gender as the harasser.

Sexual harassment does not need to be motivated by sexual desire.  

Impermissible sexual harassment may take many forms, some of which are:

• Verbal conduct of a sexual or sexist nature, such as epithets, teasing, jokes, slurs, comments, verbal abuse, or graphic or degrading comments about an individual’s appearance or sexual activity
• Visual conduct of a sexual or sexist nature, such as leering, gestures, the display of suggestive objects, pictures, photographs, cartoons, drawings, or posters, or suggestive or obscene letters, notes or invitations
• Physical conduct, such as touching, patting, pinching, assaulting, impeding or blocking movement, grabbing or brushing against another’s body
• Unwanted sexual advances, flirtations, invitations, propositions, or other pressure for sexual activity
• Offering employment benefits in exchange for sexual favors
• Making or threatening reprisal after a negative response to a sexual advance

If you believe you have been subjected to harassment or discrimination in violation of this policy, or if you are aware of conduct that you believe may violate this policy, you are expected to promptly notify your supervisor, another manager at Common Thread Collective, or Human Resources in the Differentiation Department.  Any supervisor or manager who is aware of or hears about conduct that may violate this policy is required to report it immediately to Human Resources in the Differentiation Department.  Failure to fulfill this responsibility is considered a serious matter.

The Common Thread Collective will promptly undertake a thorough, objective investigation of any complaint or report of conduct that implicates this policy.  All entrepreneurs are expected to cooperate in such an investigation, and to be honest and forthcoming with pertinent information.  Complaints will be handled with sensitivity, discretion, and confidentiality to the extent allowed by the circumstances and the law. Generally, this means that allegations of discrimination or harassment are shared only with those who need to know so that CTC can conduct an effective investigation. However, remedying instances of prohibited conduct generally requires an investigation through which some details of any allegations made may become known to others.

The complaining entrepreneur is usually requested to provide as many details as possible, such as the date(s), location(s), name(s) of witness(es), or information about the alleged harasser(s) or person(s) who engaged in conduct that is prohibited by this policy.  Persons with relevant information will be interviewed.  During the investigation, steps may be taken, when appropriate, to minimize contact between the complaining entrepreneur and the entrepreneur who is alleged to have violated this policy.  After the investigation is completed, Common Thread Collective will share its conclusions with the complaining entrepreneur, the entrepreneur who is alleged to have violated this policy, and if appropriate, other entrepreneurs who are involved in the incident.

If it is determined that a violation of this policy or other inappropriate conduct has occurred, Common Thread Collective will promptly take appropriate remedial action and corrective action, which may include discipline or termination of the employment of those responsible regardless of the job positions of the parties involved.

CTC will not tolerate retaliation against anyone for truthfully reporting a situation that may constitute a violation of this policy, for assisting another entrepreneur  in making a report, or for cooperating in an investigation so long as such activity was conducted honestly and in good faith.

It is against company policy and unlawful to retaliate in any way against anyone who has lodged a harassment complaint, has expressed a concern about harassment, including sexual harassment, or has cooperated in a harassment investigation. Therefore, the initiation of a complaint, in good faith, shall not under any circumstances be grounds for disciplinary action. However, individuals who make complaints that are demonstrated to be intentionally false may be subject to disciplinary action, up to and including termination.

Entrepreneurs should note that the federal Equal Employment Opportunity Commission (EEOC) and California Department of Fair Employment and Housing (DFEH) investigate, seek to resolve and provide remedies for illegal harassment.  Entrepreneurs may contact the DFEH at 1-800-884-1684 or www.dfeh.ca.gov and may contact the EEOC at 1-800-669-4000 or www.eeoc.gov.  The nearest office of the EEOC or DFEH may be found in the local telephone directory.

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