POIETO INC is committed to providing a workplace free of harassment, discrimination, and retaliation. This policy is adopted in accordance with the California Fair Employment and Housing Act (FEHA) and 2 C.C.R. Section 11023.
This policy applies to all employees, applicants, unpaid interns, volunteers, and independent contractors, and to conduct by supervisors, coworkers, and third parties (including clients, vendors, event attendees, and visitors). It applies in the office, at remote and telework locations, at Company-hosted events, at off-site meetings, during business travel, and in work-related communications including email, chat, video calls, and social media.
POIETO INC prohibits harassment and discrimination based on any characteristic protected by law, and prohibits retaliation against anyone who reports concerns, files a complaint, or participates in an investigation. Violations of this policy will result in discipline, up to and including termination.
Harassment and discrimination are prohibited based on: race (including traits historically associated with race, such as hair texture and protective hairstyles), color, religion and religious creed (including religious dress and grooming), national origin, ancestry, citizenship and immigration status, physical or mental disability, medical condition, genetic information, marital status, sex, gender, gender identity, gender expression, pregnancy, childbirth, breastfeeding and related medical conditions, sexual orientation, age (40 and over), reproductive health decision-making, military or veteran status, and any other category protected by federal, state, or local law, or the perception of any of these characteristics, or association with a person who has or is perceived to have any of these characteristics.
Sexual harassment includes unwelcome sexual advances, requests for sexual favors, and other verbal, visual, or physical conduct of a sexual nature. It does not need to be motivated by sexual desire. Two forms are prohibited:
Consistent with California Government Code Section 12950.1, POIETO INC also prohibits abusive conduct: workplace conduct, with malice, that a reasonable person would find hostile or offensive and that is unrelated to the Company's legitimate business interests, including repeated verbal abuse, threatening or humiliating conduct, or gratuitous sabotage of a person's work performance.
If you experience or witness conduct you believe violates this policy, report it as soon as possible. You are not required to report to your direct supervisor, and you may bypass anyone involved in the conduct. You may report verbally or in writing to any of the following:
Supervisors who receive a complaint or observe potential policy violations must promptly relay the report to the contacts above. A complaint form is not required — any report, verbal or written, triggers this policy.
Employees may also file complaints directly with:
The CRD pamphlet on sexual harassment (CRD-185) is distributed to all employees with this policy.
POIETO INC will conduct a fair, timely, and thorough investigation of every report, by qualified and impartial personnel (or an outside investigator where appropriate). Investigations will be documented and tracked for reasonable progress, will give all parties appropriate due process, and will reach reasonable conclusions based on the evidence collected. Confidentiality will be maintained to the extent possible consistent with a thorough investigation; complete confidentiality cannot be guaranteed. The Company will inform the complainant of the conclusion of the investigation.
If POIETO INC determines this policy has been violated, it will take prompt, proportionate remedial action designed to end the conduct and prevent recurrence. Discipline may include coaching, written warning, reassignment, demotion, or termination. Remedies for the complainant may also be considered, for example schedule or reporting-line adjustments made without penalizing the complainant.
Retaliation against anyone for reporting a concern in good faith, opposing prohibited conduct, or participating in an investigation is strictly prohibited and is itself grounds for discipline up to and including termination. Examples of retaliation include termination, demotion, exclusion from meetings or projects, reduced hours, and hostile treatment. Anyone who believes they have experienced retaliation should report it using the procedure in Section 5.
Supervisors and managers must model appropriate conduct, promptly report any complaint or observed misconduct, cooperate with investigations, and never retaliate or permit retaliation. California law may hold supervisors personally liable for harassment they commit.
POIETO INC provides harassment prevention training consistent with California law (Gov. Code Section 12950.1: one hour for nonsupervisory employees and two hours for supervisors, every two years, once the Company employs five or more people; POIETO provides this training voluntarily before reaching that threshold). This policy is distributed to all employees upon hire and upon any revision, and each employee must sign the acknowledgment below.
I acknowledge that I have received and read (or had read to me) the POIETO INC Harassment, Discrimination, and Retaliation Prevention Policy. I understand the policy, including how to report concerns, and I agree to comply with it. I understand that I may ask questions about this policy at any time and that signing this acknowledgment does not waive any of my legal rights.
Retain signed acknowledgment in employee personnel file.