Quick Answer

Leeds West Groups strictly prohibits harassment, discrimination, retaliation, and any behavior that creates a hostile or intimidating work environment. These behaviors violate company policy, our values, and applicable law and may result in corrective action, up to and including termination of employment.

What Is Considered Harassment or Discrimination?

Harassment or discrimination can take many forms, including verbal, physical, visual, written, or digital conduct. Examples include, but are not limited to:

• Unwelcome comments, jokes, or slurs related to protected characteristics.

• Sexual harassment, including unwelcome advances, suggestive remarks, or inappropriate physical contact.

• Bullying, intimidation, humiliation, or repeated demeaning behavior.

• Offensive images, messages, or online content that affect the workplace.

• Retaliation against individuals who report concerns or participate in investigations.

This list is not all-inclusive. Any conduct that creates a hostile, intimidating, offensive, or abusive environment or unfairly influences employment decisions is prohibited.

What Should I Do If I Experience or Witness Harassment?

• Report the concern promptly to your supervisor or HR.

• If your supervisor is unavailable, involved, or the concern involves sensitive issues, escalate directly to HR.

• Reports are handled professionally, discreetly, and with appropriate urgency.

• Retaliation is strictly prohibited.

• False or malicious allegations are also prohibited and may result in corrective action.

Why Reporting Matters

Early reporting helps:

• Protect team members and workplace safety

• Prevent escalation

• Ensure fair and consistent enforcement of policy

• Maintain a respectful and inclusive workplace

Important Policy Note

This FAQ provides a summary only. Full definitions, reporting procedures, and enforcement standards are governed by the LWG Safety Manual and Code of Conduct, which control in the event of any inconsistency.

** The following is an excerpt from the LWG Safety Manual**

Harassment, Discrimination & Hostile Work Environment

We are committed to fostering a safe, inclusive, and respectful work environment for all team members. Harassment, discrimination, and any hostile behavior are not tolerated in our culture and violate both our values and the law. Everyone has the right to feel safe to perform their best work, without fear, bias, or mistreatment. We take pride in creating a workplace based on empathy, fairness, and inclusion. Therefore, any conduct, whether verbal, physical, visual, written, or digital, that creates a hostile, intimidating, offensive, or abusive environment or unfairly influences employment decisions is strictly forbidden. For reporting procedures, refer to the Reporting & Escalation section of this manual for step-by-step instructions.

Prohibited Conduct Includes (But Is Not Limited To):

• Harassment or Discrimination: Any mistreatment based on race, color, national origin, religion, sex, gender, gender identity or expression, age, marital status, disability, veteran status, sexual orientation, or any other protected class under federal, state, or local law.

• Sexual Harassment: Unwelcome sexual advances, suggestive comments, physical contact, or behavior that creates a sexually charged or offensive work environment.

• Verbal Harassment: Verbal abuse, slurs, jokes, or repeated demeaning comments directed at an individual or group.

• Bullying and Intimidation: Deliberate exclusion, persistent criticism, humiliation, spreading false information, or sabotage of others' work or reputation.

• Retaliation: Any adverse action taken against individuals who report concerns, participate in investigations, or oppose inappropriate conduct.

• Digital Misconduct: Harassment or bullying through digital communications, such as inappropriate messages, social media posts, or online content that affects the workplace.

• Visual Harassment: Displaying or circulating offensive images, posters, gestures, or written materials within the workplace.

• Subtle Bias or Microaggressions: Repeated subtle comments or actions that demean, stereotype, or marginalize others based on protected characteristics.

• Quid Pro Quo Harassment: Conditioning promotions, benefits, or continued employment on submission to unwelcome behavior or sexual advances.

• Sexual Activity: Engaging in any sexual conduct, whether consensual or not, during work hours or work-related events.

• Exchange of Favors: Soliciting or offering services, promotions, or discounts in exchange for sexual favors.

• Romantic Relationships: Although not outright prohibited, romantic relationships between team members must not interfere with workplace conduct, create conflicts of interest, or violate this policy. Team members in supervisory or influential positions must not engage in romantic or sexual relationships with anyone whose job status they can affect.

• Bystander Complicity: When safe and appropriate, team members, especially those in leadership, are expected to report or intervene when witnessing harassment or unsafe behavior. No one is expected to place themselves in harm’s way.