Discrimination, Harassment & Retaliation Prevention
Midi does not tolerate and prohibits discrimination or harassment of or against our job applicants, contractors, interns, volunteers, or employees by another employee, supervisor, vendor, customer, or any third party on the basis of actual or perceived race, color, creed, religion, national origin, ancestry, citizenship status, age, sex or gender (including pregnancy, childbirth, related medical conditions and lactation), gender identity or gender expression (including transgender status), sexual orientation, marital status, military service and veteran status, disability, protected medical condition as defined by applicable state or local law, genetic information, or any other characteristic protected by applicable federal, state, or local laws and ordinances (referred to as “protected characteristics”). Midi also prohibits retaliation as defined below.
Midi is committed to a workplace free of discrimination, harassment and retaliation. These behaviors are unacceptable in the workplace and in any work-related settings such as remote work settings, business trips and Midi sponsored social functions, regardless of whether the conduct is engaged in by a supervisor, co-worker, client, customer, vendor or other third party. In addition to being a violation of this policy, discrimination, harassment or retaliation based on any protected characteristic as defined by applicable federal, state, or local laws and ordinances also is unlawful. For example, sexual harassment and retaliation against an individual because the individual filed a complaint of sexual harassment or because an individual aided, assisted or testified in an investigation or proceeding involving a complaint of sexual harassment as defined by applicable federal, state, or local laws and ordinances are unlawful.
Discrimination Defined. Discrimination under this policy generally means treating differently or denying or granting a benefit to an individual because of the individual’s actual or perceived protected characteristic.
Harassment Defined. Harassment generally is defined in this policy as unwelcome verbal, visual or physical conduct that denigrates or shows hostility or aversion towards an individual based on or because of any actual or perceived protected characteristic or has the purpose or effect of unreasonably interfering with an individual’s work performance or creating an intimidating, hostile or offensive working environment.
Harassment can be verbal (including slurs, jokes, insults, epithets, gestures or teasing), visual (including offensive posters, symbols, cartoons, drawings, computer displays, text messages, social media posts or e-mails) or physical conduct (including physically threatening another, blocking someone’s way, etc.). Such conduct violates this policy, even if it does not rise to the level of a violation of applicable federal, state, or local laws and ordinances. Because it is difficult to define unlawful harassment, employees are expected to behave at all times in a manner consistent with the intended purpose of this policy.
Sexual Harassment Defined. Sexual harassment includes harassment on the basis of sex or gender (including pregnancy, childbirth, related medical conditions and lactation), gender identity or gender expression (including transgender status), and/or sexual orientation. Sexual harassment includes unwelcome conduct, such as unwelcome or unsolicited sexual advances, requests for sexual favors, and other verbal, visual or physical conduct of a sexual nature or which is directed at an individual because of that individuals’ sex or gender (including pregnancy, childbirth, related medical conditions and lactation), gender identity or gender expression (including transgender status), and/or sexual orientation when:
Submission to that conduct or those advances or requests is made either explicitly or implicitly a term or condition of an individual's employment; or
Submission to or rejection of the conduct or advances or requests by an individual is used as the basis for employment decisions affecting the individual; or
The conduct or advances or requests have the purpose or effect of unreasonably interfering with an individual’s work performance or creating an intimidating, hostile, or offensive working environment.
Examples of conduct that violates this policy include:
unwelcome flirtations, leering, whistling, touching, pinching, assault, brushing up against someone’s body, blocking normal movement
requests for sexual favors or demands for sexual favors in exchange for favorable treatment
obscene or vulgar gestures, posters, or comments
sexual jokes or comments about a person’s body, sexual prowess, or sexual deficiencies
propositions, or suggestive or insulting comments of a sexual nature
derogatory cartoons, posters, and drawings
sexually-explicit emails or voicemails
uninvited touching of a sexual nature
unwelcome sexually-related comments
comments, inquiries, or gossip about one’s own or someone else’s sex life or sexual activities
conduct or comments consistently targeted at only one gender, even if the content is not sexual
teasing or other conduct directed toward a person because of the person’s gender
Retaliation Defined. Retaliation means adverse conduct taken because an individual reported an actual or perceived violation of this policy, opposed practices prohibited by this policy, or participated in the reporting and investigation process described below. “Adverse conduct” includes but is not limited to: any action that would discourage or keep an individual from reporting discrimination, harassment or retaliation; shunning and avoiding an individual who reports discrimination, harassment or retaliation; express or implied threats or intimidation intended to prevent an individual from reporting discrimination, harassment or retaliation; and denying employment benefits because an applicant or employee reported discrimination, harassment or retaliation or participated in the reporting and investigation of discrimination, harassment or retaliation.
Reporting Procedures. The following steps have been put into place to ensure the work environment at Midi is respectful, professional, and free of discrimination, harassment and retaliation. If an employee believes someone has violated this policy, the employee should promptly bring the matter to the immediate attention of a manager or ****Human Resources (hr@joinmidi.com). If either of these individuals is the person toward whom the complaint is directed you should contact any higher level manager in your reporting chain. Written complaints can be submitted internally using the Discrimination, Harassment & Retaliation Complaint Form found in Notion (link site when complete). Use of this written complaint form is not required. For anyone who would rather make a complaint verbally, or by email, these complaints will be treated with equal priority. A verbal or otherwise written complaint (such as an email) on behalf of oneself or another employee is also acceptable. If the employee makes a complaint under this policy and has not received an initial response within five (5) business days, the employee should contact our Chief Operating Officer at sharon@joinmidi.com immediately.
Every supervisor or manager who learns of any employee’s concern about conduct in violation of this policy, whether in a formal complaint or informally, or who otherwise is aware of conduct in violation of this policy must immediately report the issues raised or conduct to Human Resources or senior management.
Investigation Procedures. Upon receiving a complaint, Midi will promptly conduct a fair and thorough investigation into the facts and circumstances of any claim of a violation of this policy that is fair for all parties. To the extent possible, Midi will endeavor to keep the reporting employee’s concerns confidential. However, complete confidentiality may not be possible in all circumstances. Employees are required to cooperate in all investigations conducted pursuant to this policy.
During the investigation, Midi generally will interview the complainant and the accused, conduct further interviews as necessary and review any relevant documents or other information. Those receiving claims and leading investigations will handle complaints and questions with sensitivity toward those participating.
Upon completion of the investigation, Midi will determine whether this policy has been violated based upon its reasonable evaluation of the information gathered during the investigation. Midi will inform the complainant and the accused of the results of the investigation.
In the event Midi determines that a violation of this policy has occurred, Midi will take steps to ensure a safe work environment for the individuals who experienced the complained-of conduct. Midi will take corrective measures against any person who it finds to have engaged in conduct in violation of this policy if Midi determines such measures are necessary. These measures may include, but are not limited to, counseling, suspension, or immediate termination. Anyone regardless of position or title, whom Midi determines has engaged in conduct that violates this policy will be subject to discipline, up to and including termination. This includes individuals engaging in discrimination, harassment, or retaliation, as well as supervisors or managers who fail to report violations of this policy, or knowingly allow prohibited conduct to continue. Individuals who engage in conduct that rises to the level of a violation of law can be held personally liable for such conduct.
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Remember, we cannot remedy claimed discrimination, harassment, or retaliation unless you bring these claims to the attention of management. Please report any conduct which you believe violates this policy.
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