eBoss Online Recruitment Solutions Ltd and affiliated business entities (collectively, “eBoss”) is committed to providing equal employment opportunities in a diverse and cooperative working environment; free from harassment and discrimination of all kind. Harassment or discrimination on the basis of any characteristics protected by law is unacceptable and will not be tolerated. This includes discrimination and harassment against another’s race, religious creed, colour, national origin, ancestry, physical ability, genetic information, mental health and ability, medical condition, marital status, sex, pregnancy, gender, gender identity or expression, age, sexual orientation, military or veteran status, or any other protected status.
This policy applies everywhere eBoss conducts business including – and not limited to – eBoss offices and other work environments, while travelling for business purposes, meetings, and business-related social events. eBoss requires all employees, including subcontractors, temporary staff, supervisors, and managers, to comply with company policy while interacting with colleagues, customers, visitors, vendors, suppliers and anyone else whom employees may interact with during the course of eBoss business.
eBoss makes all employment decisions based solely upon individual merit and qualifications directly related to professional competence and job requirements. This applies to all aspects of employment, including job application procedures, hiring, training, salary and compensation, promotion and advancement, disciplinary and corrective actions, termination, or any other term, condition, or privilege of employment. eBoss is committed to ensuring the equal employment opportunities for persons with disabilities and complies fully with the UK Equality Act 2010. eBoss will endeavour to make reasonable efforts to accommodate individuals with disabilities as defined within the Act in situations where doing so would cause no undue hardship or detriment to the company. Harassment Generally eBoss does not tolerate the harassment of groups or individuals based on any protected characteristic. Such conduct may include, without limitation, a verbal or physical act or acts that denigrates, demeans, or shows hostility or aversion toward an individual because of a protected characteristic. Harassment may include but is not limited to any act that:
- has the purpose or effect of creating an intimidating, hostile or offensive work environment;
- has the purpose or effect of unreasonably interfering with an individual’s work performance;
- or otherwise adversely affects an individual’s employment opportunities.
Conduct not directed at a particular employee can still be harassing if an employee or employees reasonably deem the conduct offensive.
Sexual harassment may include offensive or unwelcome sexual advances, verbal comments or innuendo of a sexual nature, words of a sexual nature used to describe a person or depict a situation, or the display of sexually suggestive objects or pictures. Comments, physical touching, or pictures not explicitly sexual in nature may also constitute sexual harassment in certain circumstances.
- Examples of behaviour that eBoss considers sexual harassment include but are not limited to the following acts: Comments about another person’s anatomy, attire, or appearance.
- Jokes or remarks that are crude, demeaning, stereotypical or derogatory.
- Unwanted and persistent social invitations.
- Unwanted sexual propositions.
- Sexually explicit or obscene messages in any form.
- Displays of pictures, posters, and/or cartoons that may be considered offensive.
- Unwanted physical advances or contact such as unwelcome kissing, touching, pinching, patting, or fondling.
- Offensive actions such as leering, or making sexually suggestive gestures.
- Explicit or implicit harassing actions that affect a term or condition of employment (e.g., promotion, training, assignments, etc.).
- Oversharing of personal information of a romantic or sexual nature, or intrusive questioning of another regarding personal matters.
Reporting Complaints and Investigating
Any employee who feels he or she has been subjected to, experienced or witnessed discrimination or harassment should report the incident to his or her supervisor or any manager with whom he or she is comfortable. Complaints will be promptly handled and thoroughly investigated in an impartial and timely manner. All complaints will be dealt with in a confidential manner.
If an investigation confirms discrimination, harassment or other improper behaviour by an eBoss employee or person with whom eBoss has business dealings, the company will promptly take appropriate corrective action to resolve the situation. This may include discipline, up to and including termination of employment, and/or other changes in the work environment intended to ensure the inappropriate conduct has ended Retaliation. It is eBoss’s policy that no person will be retaliated against for making a complaint of discrimination or harassment based upon an honest perception of events. eBoss also strictly prohibits retaliation against anyone for filing, testifying, assisting or participating in good faith in an investigation or proceeding involving allegations of discrimination or harassment.
Date of last approval: 1 January 2022
Approved by: UK Director Robert Ward