Sexual Harassment Policy
HopDrive is committed to providing a work environment that is free of discrimination and unlawful harassment. To fulfill this commitment, HopDrive must maintain an environment in which all employees are able to pursue their work free from coercion, intimidation, and exploitation from persons of the same or the opposite sex. The Company will not tolerate actions, words, jokes, or comments based on an individual’s actual or perceived race, gender, creed, color, religion, alienage or national origin, ancestry, citizenship status, age, disability or handicap, sex, marital status, veteran status, sexual orientation, genetic information, arrest record, or any other characteristic protected by applicable federal, state, or local laws. All forms of harassment of, or by, employees, vendors, customers, and clients are strictly prohibited and will not be tolerated. Sexual Harassment Sexual harassment is defined as unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature when:
Submission to such conduct is made either explicitly or implicitly as a term or condition of an individual’s employment;
Submission to or rejection of such conduct by any individual is a basis for employment decisions affecting such 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 working environment.
Conduct of a sexual nature includes, but is not limited to, unwelcome verbal comments, jokes, suggestions, or derogatory remarks based on sex; unwelcome physical touching, pats, squeezes, repeated brushing against, or the impeding or blocking of one’s movement; unwelcome visual harassment, sexually suggestive or derogatory pictures, drawings, or cartoons; and unwelcome communications, notes, phone calls, and e-mail.
Other Unlawful Harassment
Other workplace harassment is verbal or physical conduct that insults or shows hostility or aversion toward an individual because of the individual's age (40 and older), race, color, national origin, ethnic origin, ancestry, religion, sex, sexual orientation (including transgender status, gender identity or expression), pregnancy (including childbirth, lactation, and related medical conditions), physical or mental disability, genetic information (including testing and characteristics), veteran status, uniformed servicemember status, or any other status protected by federal, state, or local laws. While it is not possible to list all the circumstances that may constitute other forms of workplace harassment, the following are some examples of conduct that may constitute workplace harassment:
The use of disparaging or abusive words or phrases, slurs, negative stereotyping, or threatening, intimidating, or hostile acts that relate to the above protected categories;
Written or graphic material that insults, stereotypes, or shows aversion or hostility toward an individual or group because of one of the above protected categories and that is placed on walls, bulletin boards, email, voicemail, or elsewhere on our premises, or circulated in the workplace; and
A display of symbols, slogans, or items that are associated with hate or intolerance toward any select group.
Complaint Procedures and Anti-Retaliation
Employees who feel that they have experienced or witnessed discrimination of any kind, an incident of sexual harassment, or other unlawful harassment should immediately report the incident in writing to ethics@hopdrive.com or contact the Chief Operating Officer or Vice President of Strategy and Finance. Likewise, any person who becomes aware of possible discrimination of any kind, an incident of sexual harassment, or other unlawful harassment must immediately report the incident in writing to ethics@hopdrive.com or contact the Chief Operating Officer or Vice President of Strategy and Finance. All concerns and complaints will be fully investigated promptly and thoroughly, and corrective action will be taken where appropriate. All concerns and complaints will be taken seriously and kept confidential to the extent possible, without fear of retaliation or disciplinary action. The Company prohibits retaliation against employees who report concerns under this policy in good faith. Retaliation against an individual who reports concerns about discrimination, sexual harassment, or other unlawful harassment, or who engages in other protected activities is unacceptable.