Sexual Harassment Policy

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UCAR is committed to creating and maintaining a work environment that is free of objectionable and disrespectful conduct and communication of a sexual nature, including discrimination and unlawful harassment. Objectionable and disrespectful actions, jokes, e-mail, or comments based on an individual's sex will not be tolerated. Sexual harassment (both overt and subtle) is a form of employee misconduct that is demeaning to another person, undermines the integrity of the employment relationship, and is strictly prohibited.

Sexual harassment consists of unwelcome sexual advances, requests for sexual favors, and any other verbal or physical conduct of a sexual nature when:

• Submission to such conduct is made either explicitly or implicitly a term or condition of an individual's employment; or

• Submission to or rejection of such conduct by an individual is used as a basis for employment decisions affecting that individual; or

• Such conduct has the purpose or effect of unreasonably interfering with an individual's work performance or creating an intimidating, hostile, or offensive environment.

Any employee who wants to report an incident of sexual harassment should promptly report the matter to his or her immediate supervisor. If the immediate supervisor is unavailable or the employee believes it would be inappropriate to contact that person, the employee should immediately contact the Director of Human Resources, his or her Division or Program Director, UCAR/UCP Program Director or NCAR Associate Director or any member of the President's Council.

UCAR expects employees to make a complaint as soon as possible so that the issue may be investigated and actions may be taken promptly to correct any behavior that may be a violation of this policy. Any supervisor or manager who becomes aware of possible sexual harassment must promptly advise the Director of Human Resources or any member of the President's Council.

Individuals found to have engaged in sexual harassment are subject to the full range of disciplinary actions, including termination.

Employees can raise concerns and make reports without fear of reprisal. Retaliation against a person who initiates a complaint of or inquiry about sexual or other unlawful harassment is prohibited. Persons found to have engaged in retaliation are subject to the full range of disciplinary actions, including termination.

If after investigating any complaints of harassment, UCAR determines that the complaint is not bona fide or that an employee has provided false information regarding the complaint, disciplinary action, including termination, may be taken against the individual who filed the complaint or who gave false information.