80 2018 U.S. BANK STADIUM SKOL SERVICE PLAYBOOK 2018 U.S. BANK STADIUM SKOL SERVICE PLAYBOOK 80 81 SEXUAL & OTHER WORKPLACE HARASSMENT POLICY ItisthepolicyofU.SBankStadiumthatsexualandotherworkplaceharassment, inanyform,isstrictlyprohibitedandwillnotbetoleratedintheworkplace. While it is not easy to define harassment, the following definitions do apply for this purpose: Sexual Harassment: • Any action or conduct that threatens or insinuates, either explicitly or implicitly, that an associate’s refusal to submit to sexual advances will adversely affect the associate’s continued employment, compensation, performance evaluations, advancement, assigned duties, or any other term or condition of employment. • Unwelcome verbal, visual, or physical conduct of a sexual nature that demeans the dignity of an associate through insulting, intimidating, or degrading sexual remarks or conduct, or which has the effect of unreasonably interfering with an individual’s work performance or otherwise creates an intimidating, hostile, or offensive work environment. • Depending on the circumstances, these behaviors may include, but are not limited to: • Unwanted sexual advances or requests for sexual favors • Sexual jokes and innuendo; verbal abuse of a sexual nature; • Commentary about an individual’s body, leering, catcalls or touching; • Obscene comments or gestures; display or circulation in the workplace of sexually suggestive objects or pictures Other Workplace Harassment: Any unwelcome verbal, visual or physical conduct which denigrates or shows hostility or aversion toward an individual because of an individual’s race, color, religion, national origin, age, sex, gender, pregnancy, disability, sexual orientation, gender identity, genetic information, military status, veteran status or other personal characteristic protected by applicable federal, state or local law, and 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. Harassing conduct includes, but is not limited to: • Epithets, slurs or negative stereotyping • Threatening, intimidating or hostile acts • Denigrating jokes • Display or circulation in the workplace of written or graphic material that denigrates or shows hostility or aversion toward an individual or group Any team member who believes he or she is victim of such harassment or has witnessed any conduct that may be inconsistent with this policy should immediately report the allegation in one of the following ways: • Directly to the HR manager and or leader/supervisor • To any management-level team member with whom he or she feels comfortable discussing the matter. All complaints will be handled in a timely manner. Confidentiality will be maintained throughout the investigation to the extent permissible by law and to the extent this does not interfere with your employer's ability to investigate or to take appropriate corrective action. Any supervisor, manager, or Human Resources professional who becomes aware of harassment or any complaint of harassment under this Policy and fails to notify the proper parties or take corrective action pursuant to this Policy will be subject to disciplinary action, up to and including dismissal. Any associate who is found, after an investigation, to have violated this Policy will be subject to appropriate disciplinary action, up to and including dismissal. Intimidation, coercion, threats, retaliation or discrimination against any associate (or other person) for making a complaint under this Policy, assisting in an investigation, or reporting an incident of harassment, is prohibited. Anyone engaging in retaliation, like harassment itself, will be subject to disciplinary action, up to and including dismissal.