# Harassment and Sexual Harassment

*<span class="s1">Foothills </span>will not tolerate <span class="s1">harassment of any kind, including sexual harassment, inappropriate sexual conduct, </span>or violent conduct that affects job performance or benefits, or that creates an intimidating, hostile, or offensive working environment.<span class="Apple-converted-space"> </span>Furthermore,*

*All employees are expected to conduct themselves in a professional and respectful manner at all times.<span class="Apple-converted-space"> </span>Conduct that may violate this policy includes, but is not limited to:*

- *Repeated and unwelcome conduct (whether verbal, physical or visual) that is based upon or directed toward a person’s protected status, such as sex, color, race, ancestry, religion, national origin, age, physical handicap, medical condition, disability, marital status, citizenship status, gender identification, sexual orientation or other protected group status.*
- *Sexually implicit or explicit communications whether in:*
- *Written form, such as cartoons, posters, calendars, notes, letters, e-mails.*
- *Verbal form, such as comments, jokes, obscene language of a sexual nature, gossiping, or questions about another’s sex life, or repeated unwanted requests for dates.*
- *Physical gestures and other nonverbal behavior, such as unwelcome touching, grabbing, fondling, kissing, massaging, and brushing up against another’s body.*

- *Any sexualized conduct that is an explicit or implicit condition of employment or used as the basis for an employment related decision.*
- *the employee should follow the procedure below regarding reports of harassment.*
- *Employees who have questions about discrimination in the workplace, or who believe our equal opportunity policy has been violated, should report their concerns immediately to the Senior Minister.<span class="Apple-converted-space"> </span>When the concerns involve the Senior Minister, employees should refer to the Grievances Procedure below.*