Overview/Policy Statement
In accordance with federal, state and local laws, The Hartford does not permit and will not tolerate conduct, including actions or words, which harass or intimidate others because of their protected characteristics (such as, race, color, sex, religion, age, national origin, disability, veteran status, sexual orientation, gender identity, marital status, ancestry or citizenship status, pregnancy status). Complaints of harassment or intimidation are to be reported and investigated in accordance with the Reporting and Investigating Discrimination and Harassment Policy.
The Hartford prohibits any form of retaliation or intimidation against employees who submit good-faith concerns of discriminatory, harassing or unethical conduct, or who participate in investigations of such conduct. or information about The Hartford's policy on non-retaliation, click this link: Retaliation-Free Workplace Policy
Managers and employees are responsible for adherence to company policy. Failure to do so may result in disciplinary action up to and including termination, this includes supervisory and managerial personnel who knowingly allow sexual harassment behavior to continue.
In addition, violations of this policy may be addressed through administrative proceedings before governmental and municipal agencies and lawsuits before federal and state courts and may result in the award of monetary damages and injunctions in accordance with applicable laws.
Rationale
In conjunction with The Hartford's Equal Employment Opportunity Policy, The Hartford is committed to providing a work environment where everyone is treated with dignity and respect as well as an environment that is free from sexual harassment and other types of discriminatory harassment. The Hartford is also committed to complying with any and all applicable laws that address discrimination in the workplace.
Scope
This policy applies to the following:
- All employees, applicants, customers, producers, contractors, clients, vendors and visitors of The Hartford.
- All U.S. locations, including all work-related settings outside the workplace, such as business trips, meetings, and business-related social events. Non-U.S. locations shall apply the intent and provisions of this policy, unless local law requires otherwise.
Applying the Policy
- The Hartford provides a variety of internal avenues to report harassment and discrimination. For information about the various reporting channels, click this link: Reporting and Investigating Discrimination and Harassment Policy
- Employee Relations has responsibility for overseeing and/or investigating any complaints of employment discrimination by employees of The Hartford as further detailed in the Reporting and Investigating Discrimination and Harassment Policy.
- Unwelcome sexual advances, requests or pressure for sexual favors and other verbal or physical conduct of a sexual nature constitute sexual harassment when:
- submission to such conduct is made either explicitly or implicitly a term or condition of employment,
- submission to or rejection of such conduct is used as the basis for an employment decision, such as promotion, transfer, or termination of an individual, or
- such conduct unreasonably interferes with an individual's work performance or creates an intimidating, hostile, or offensive working environment.
- It is a violation of this policy to display objects, pictures or posters in the workplace, including calendars and screen savers which are sexual in nature and/or which malign protected characteristics.
- Harassment may include a variety of subtle and/or obvious behaviors, and may involve individuals of the same or different gender or having the same protected characteristics.
- It is not harassment or a violation of this policy for supervisors to require employees to perform their jobs competently and in a timely manner.
Revised: 3/18/2020