CLICK HERE for the most recent Sexual Harassment Policy which includes protocols for reporting harassment and discrimination.
SEXUAL HARASSMENT AND OTHER DISCRIMINATORY HARASSMENT
LAER is committed to maintaining a working environment that is free from sexual harassment and other types of discriminatory harassment. LAER's commitment begins with the recognition and acknowledgment that such harassment is, of course, unlawful. To reinforce this commitment, LAER has developed a policy against harassment and a reporting procedure for employees who have been subjected to or witnessed harassment. This policy applies to all work-related settings and activities, whether inside or outside the workplace, and includes business trips and business-related social events. LAER property (e.g., telephones, copy machines, facsimile machines, computers, and computer applications such as e-mail and Internet access) may not be used to engage in conduct which violates this policy.
Employees and Real Estate Agents/Independent Contractors
While all LAER Real Estate Agents are Independent Contractors, the word Employee throughout this document extends to all LAER Real Estate Agents regardless of their Independent Contractor Status.
Prohibition of Sexual Harassment
LAER's policy against sexual harassment prohibits sexual advances or requests for sexual favors or other physical or verbal conduct of a sexual nature, when: (1) submission to such conduct is made an express or implicit condition of employment; (2)
submission to or rejection of such conduct is used as a basis for employment decisions affecting the individual who submits to or rejects such conduct; or (3) such conduct has the purpose or effect of unreasonably interfering with an employee's work performance or creating an intimidating, hostile, humiliating, or offensive working environment.
While it is not possible to list all of the circumstances which would constitute
sexual harassment, the following are some examples: (1) unwelcome sexual advances -whether they involve physical touching or not; (2) requests for sexual favors in exchange for actual or promised job benefits such as favorable reviews, salary increases, promotions, increased benefits, or continued employment; or (3) coerced sexual acts.
Depending on the circumstances, the following conduct may also constitute sexual harassment: (1) use of sexual epithets, jokes, written or oral references to sexual conduct, gossip regarding one's sex life; (2) sexually oriented comment on an individual's body, comment about an individual's sexual activity, deficiencies, or prowess; (3) displaying or disseminating sexually suggestive objects, pictures, cartoons or statements; (4) unwelcome leering, whistling, deliberate brushing against the body in a suggestive manner; (5) sexual gestures, suggestive or insulting comments; (6) inquiries into one's sexual experiences; or (7) discussion of one's sexual activities.
While such behavior, depending on the circumstances, may not be severe or pervasive enough to create a sexually hostile work environment, it can nonetheless make co-workers uncomfortable. Accordingly, such behavior is inappropriate and may result in disciplinary action regardless of whether it is unlawful.
It is also unlawful and expressly against LAER policy to retaliate against an employee for filing a complaint of sexual harassment or for cooperating with an investigation of a complaint of sexual harassment.
Prohibition of Other Types of Discriminatory Harassment
It is also against LAER policy to engage in verbal or physical conduct that denigrates or shows hostility or aversion toward an individual because of his or her race, color, gender, religion, sexual orientation, age, national origin, disability, or other legally protected category (or that of the individual's relatives, friends, or associates) that: (1) has the purpose or effect of creating an intimidating, hostile, humiliating, or offensive working environment; (2) has the purpose or effect of unreasonably interfering with an individual's work performance; or (3) otherwise adversely affects an individual's employment opportunities.
Depending on the circumstances, the following conduct may constitute discriminatory harassment: (1) epithets, slurs, negative stereotyping, jokes, or threatening, intimidating, or hostile acts that relate to race, color, gender, religion, sexual orientation, age, national origin, or disability; and (2) written or graphic material that denigrates or shows hostility toward an individual or group because of race, color, gender, religion, sexual orientation, age, national origin, or disability and that is circulated in the workplace, or placed anywhere in LAER's premises such as on an employee's desk or workspace or on LAER equipment or bulletin boards. Other conduct may also constitute discriminatory harassment if it falls within the definition of discriminatory harassment set forth above.
It is also against LAER policy to retaliate against an employee for filing a complaint of discriminatory harassment or for cooperating in an investigation of a complaint of discriminatory harassment.
Reporting of Harassment
If you believe that you have experienced or witnessed sexual harassment or other discriminatory harassment by any employee of LAER, you should report the incident immediately to your supervisor or to any of the following:
Stacey Alcorn – 978-479-4053 – Salcorn@LAERrealty.com.
Len Lochrie – 978-808-4307 – Llochrie@LAERrealty.com
In addition, please complete the Harassment & Discrimination Complaint Intake Form at the following link that is directed to the CEO so that she may take further action:
https://www.cognitoforms.com/StaceyAlcorn1/HarassmentDiscriminationComplaintIntakeForm
Possible harassment by others with whom LAER has a business relationship, including customers and vendors, should also be reported as soon as possible so that appropriate action can be taken. Although reports may be made verbally, employees are strongly encouraged to make any reports of sexual harassment or other discriminatory harassment in writing. Doing so can assist in the investigation process.
LAER will promptly and thoroughly investigate all reports of harassment as discreetly and confidentially as practicable. The investigation would generally include a private interview with the person making a report of harassment. It would also generally be necessary to discuss allegations of harassment with the accused individual or with other employees. LAER's goal is to conduct a thorough investigation, to determine whether harassment occurred, and to determine what action to take against an offending individual. To the extent feasible, only individuals who LAER determines have a need to know will be informed of the allegations and they will be requested to treat the matter confidentially.
If LAER determines that a violation of this policy has occurred, it will take appropriate disciplinary action against the offending party, which can include counseling, warnings, transfers, suspensions, and termination. Employees who report violations of this policy and employees who cooperate with investigations into alleged violations of this policy will not be subject to retaliation. Upon completion of the investigation, LAER will inform the employee who made the complaint of the results of the investigation.
Other Information
LAER strongly encourages employees to bring any concerns about possible sexual or other discriminatory harassment to LAER's attention.
Employees may also direct inquiries or reports concerning discriminatory harassment to the agencies responsible for governmental enforcement of employment discrimination laws.
Massachusetts employees may contact those agencies at the following addresses and telephone numbers:
Massachusetts Commission Against
Commission Discrimination
One Ashburton Place
Boston, MA 02108
Phone: 617-727-3990
or
Equal Opportunity Office
JFK Federal Building
15 New Sudbury Street, Room 475
Boston, MA 02203-0506
Phone: 1-800-669-4000
Florida employees may contact those agencies at the following addresses and telephone numbers:
Florida Commission on Human Relations
Phone: 850- 488-7082
https://fchr.myflorida.com/employment-taq-form
or
Equal Employment Opportunity
Miami Tower 100 SE 2nd Street, Suite 1500
Miami, FL 33131
Phone: 786-648-5790
Maine employees may contact those agencies at the following addresses and telephone numbers:
Maine Human Rights Commission
51 State House Station
Augusta, ME 04333
Phone: 207- 624-6290
www.maine.gov/mhrc
or
Equal Opportunity Office Information in Maine
JFK Federal Building
15 New Sudbury Street, Room 475
Boston, MA 02203-0506
Phone: 1-800-669-4000
New Hampshire employees may contact those agencies at the following addresses and telephone numbers:
New Hampshire Commission for Human Rights
https://www.nh.gov/hrc
603-271-2767
or
Equal Opportunity Office Information for New Hampshire
JFK Federal Building
15 New Sudbury Street, Room 475
Boston, MA 02203-0506
Phone: 1-800-669-4000
Connecticut employees may contact those agencies at the following addresses and telephone numbers:
Connecticut Commission on Human Rights and Opportunities (CCHRO)
Capitol Region Office
450 Columbus Boulevard
Hartford, CT 06103
Phone: (860) 566-7710
Fax: (860) 566-1997
TDD: (860) 566-7710
Email: CHRO.Capitol@ct.gov
or
Equal Opportunity Office
171 Bow Lane (AA Office - Cottage 20)
P.O. Box 351
Middletown, CT 06457
Phone: 860-262-5862
Rhode Island employees may contact those agencies at the following addresses and telephone numbers:
Rhode Island Commission for Human Rights
180 Westminster Street, 3rd Floor
Providence, RI 02903
Phone: 401- 222-2661
or
Equal Opportunity Office
1 Capitol Hill
Providence, RI 02908
Phone: 401- 222-3090
Compliance with this policy is a condition of each employee's and real estate agent’s (independent contractor) employment. Employees and agents are encouraged to raise any questions or concerns about this policy or about possible discriminatory harassment by texting Stacey Alcorn at (978) 479-4053 and filling out the complaint form at:
https://www.cognitoforms.com/StaceyAlcorn1/HarassmentDiscriminationComplaintIntakeForm