Sexual Harassment Policy

It is the policy of Barmetrix that all employees are responsible for ensuring that the workplace is free from sexual harassment. Because of Barmetrix’s strong disapproval of offensive or inappropriate sexual behavior at work, all employees must avoid any action or conduct which could be viewed as sexual harassment. 

Sexual harassment includes unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexually harassing nature, when:

Unwelcome actions such as the following are inappropriate and, depending on the circumstances, may in and of themselves meet the definition of sexual harassment or contribute to a hostile work environment:

• Sexual pranks, or repeated sexual teasing, jokes, or innuendo, in person or via email;

• Verbal abuse of a sexual nature;

• Touching or grabbing of a sexual nature;

• Repeatedly standing too close to or brushing up against a person;

• Repeatedly asking a person to socialize during off-duty hours when the person has said no or has indicated he or she is not interested (supervisors in particular should be careful not to pressure their employees to socialize);

• Giving gifts or leaving objects that are sexually suggestive;

• Repeatedly making sexually suggestive gestures;

• Making or posting sexually demeaning or offensive pictures, cartoons or other materials in the workplace;

• Off-duty, unwelcome conduct of a sexual nature that affects the work environment.

A victim of sexual harassment can be a man or a woman. The victim can be of the same sex as the harasser. The harasser can be a supervisor, co-worker, other Barmetrix employee, or a non-employee who has a business relationship with Barmetrix.

Any employee who has a complaint of sexual harassment at work by anyone, including supervisors, co-workers or visitors, should first clearly inform the harasser that his/her behavior is offensive or unwelcome and request that the behavior stop. If the behavior continues, the employee must immediately bring the matter to the attention of his/her supervisor. If the immediate supervisor is involved in the harassing activity, the violation should be reported to that supervisor’s immediate supervisor or Barmetrix Head Office if appropriate.

If a supervisor or personnel officer knows of an incident of sexual harassment, they shall take appropriate remedial action immediately. If the alleged harassment involves any type of threat of physical harm to the victim, the alleged harasser may be suspended with or without pay. During such suspension, an investigation will be conducted by Barmetrix. If the investigation supports charges of sexual harassment, disciplinary action against the alleged harasser will take place and may include termination. If the investigation reveals that the charges were brought falsely and with malicious intent, the charging party may be subject to disciplinary action, including termination.

If any employee is dissatisfied with management’s response to his/her complaint, he/she may contact Barmetrix Head Office at:

I, __________________________________________________, have read, understood, and agree to comply with the Barmetrix sexual harassment policy.

Signature: _______________________________________   Date: ____________________

Witness:_________________________________________   Date:_____________________