Skip to Page Content

NOLA SHRM Discrimination and Harassment Policy

    NOLA SHRM is committed to provide a work environment free of misconduct and unlawful discrimination and harassment. NOLA SHRM prohibits discrimination, sexual harassment and any form of harassment because of race, religion, creed, color, national origin, ancestry, disability or handicap, medical condition, marital status, age, sexual preference, or any other basis protected by federal, state, or local law, or ordinance, or regulations. This policy applies to all persons involved in the operation of NOLA SHRM– part-time, temporary, volunteers and contract workers - and prohibits unlawful discrimination and harassment by any employee of NOLA SHRM.

    Below are listed examples of prohibited conduct which may also rise to the level of unlawful harassment:

    • Verbal conduct such as epithets, derogatory jokes or comments, slurs or unwanted sexual
    • advances, invitations or comments;
    • Visual conduct such as derogatory and/or sexually-oriented posters, photography, cartoons,
    • drawings or gestures;
    • Physical conduct such as assault or unwanted touching;
    • Threats and demands to submit to sexual requests as a condition of continued employment,
    • or to avoid some other loss, and offers of employment benefits in return for sexual favors;
    • Retaliation for having reported or threatened to report harassment;
    • Retaliation for having participated in a legally protected activity.

    Everyone in the leadership of NOLA SHRM is expected to work to keep our workplace free from prohibited discrimination, harassment, or retaliation by avoiding any conduct that could reasonably be interpreted as discrimination, harassment or retaliation or a violation of NOLA SHRM policy. In addition, NOLA SHRM will not tolerate its customers, clients, and/or outside vendors harassing any employee.

    If you experience or witness conduct in the workplace which you find unwelcome or offensive, you may tell the person engaging in the conduct that the conduct is unwelcome or offensive and that you want the conduct to stop.

    If the conduct does not cease, you must immediately notify NOLA SHRM’s president or another board member. Notification is essential. Under no circumstance will anyone reporting offensive conduct be retaliated against in any direct or indirect way.

    Every reported complaint of violations of this policy will be investigated thoroughly and in a timely manner. Confidentiality will be kept to the degree possible while also permitting a thorough investigation. If NOLA SHRM determines that this policy has been violated or other inappropriate conduct has occurred, effective remedial action will be taken appropriate to the totality of the circumstances.

    Rev: 8/1/2014

    Click here to download the Harassment Policy