on the operation of our business. If you need assistance to perform your job duties because of a
physical or mental condition, please contact Human Resources.
DCH will endeavor to accommodate the sincere religious beliefs of our employees to the extent such
accommodation does not pose an undue hardship on DCH's operations. If you wish to request such
an accommodation, please speak to Human Resources.
Employees with questions or concerns about equal employment opportunities in the workplace are
encouraged to bring these issues to the attention of Human Resources. We will not allow any form
of retaliation against individuals who raise issues of equal employment opportunity. If an employee
feels he or she has been subjected to any such retaliation, he or she should bring it to the attention
of Human Resources. To ensure our workplace is free of artificial barriers, violation of this policy
including any improper retaliatory conduct, will lead to accountability actions, up to and including
separation of employment. All employees must cooperate with all investigations.
1-3. Anti-Discrimination/Anti-Harassment
It is the policy of DCH that all employees shall have the opportunity to work in an atmosphere and
environment free from any form of discrimination, harassment or retaliation based on race, color,
religion, national origin, age, sex, sexual orientation, gender identity, pregnancy, disability,
military/veteran status, whistleblower, genetic information, or any other characteristic or status
protected by federal, state or local laws. DCH does not authorize, practice, condone, or tolerate any
form of discrimination and/or harassment of or by any employee, whether supervisory or non-
supervisory, or by any guest, visitor, customer, or vendor.
Harassment is defined as verbal or physical conduct that denigrates or shows hostility or aversion
toward an individual because of his or her race, color, religion, gender, sex, national origin, age,
whistleblower status, disability, sexual orientation, or any other status protected by federal, state, or
local laws that:
1.
Has the purpose or effect of creating an intimidating, hostile, or offensive working environment;
or
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.
Examples of harassing conduct include, but are not limited to, the following:
1.
Epithets, slurs, negative stereotyping, or threatening, intimidating, or hostile acts that relate to
race, color, religion, national origin, age, sex, sexual orientation, gender identity, pregnancy,
disability, military/veteran status, whistleblower status, genetic information, or any other
characteristic or status protected by federal, state or local laws; and
2.
Written or graphic material that denigrates or shows hostility or aversion toward an individual or
group because of race, color, religion, national origin, age, sex, sexual orientation, gender identity,
pregnancy, disability, military/veteran status, whistleblower status, genetic information or any other
characteristic or status protected by federal, state or local laws.
Similarly, sexual harassment involves:
1.
Making, as a condition of employment, unwelcome sexual advances or requests, requests for