It is the policy of the Awaken to maintain a productive work environment, free from  harassment of any kind and from any source, management, co-workers, or visitors; and to  treat all complaints fairly and equitably. Harassment on the basis of race, color, sex, national  origin, age, physical or mental handicap or any other state or federally recognized form of  discrimination will not be tolerated.  

This policy ensures that all employees will enjoy a safe work place free from unreasonable  interference, intimidation, hostility, or offensive behavior on the part of a supervisor,  co-worker, or visitor. 

If the harassment does not stop or if it recurs,report the conduct perceived as harassment as  soon as possible to your supervisor and to Human Resources. If the complaint involves the  supervisor, report the harassment directly to Human Resources. 

While all forms of harassment are prohibited, it is Awaken's policy to emphasize that sexual  harassment is specifically prohibited.  

Sexual harassment is a form of sex discrimination which is prohibited by law. Sexual  harassment includes unwelcome sexual advances, requests for sexual favors, sexually  motivated physical conduct, or other verbal or physical conduct or communication of a sexual  nature when:  

1. Submission to that conduct or communication is made a term or condition of  employment, either explicitly or implicitly; or  

2. Submission to or rejection of that conduct or communication by an individual is used  as a factor in decisions affecting that individual's employment; or  

3.That conduct or communication has the purpose or effect of substantially interfering  with an individual's employment or work performance, or creates an intimidating,  hostile, or offensive working environment. 

SEXUAL HARASSMENT cont. 

Examples of sexual harassment include inappropriate touching or feeling; sexual innuendoes,  comments, sexual remarks about a person's clothing, body, or sexual activities; sexual jokes;  sexual propositions or demands for sexual favors; posting obscene pictures, drawings, or  cartoons in the work place; or making obscene gestures. These are some of the common  complaints, but many other types of conduct can also constitute sexual harassment.  

Because victims of sexual harassment in particular, may find it difficult to come forward in the  first place, and because of the sensitive issues that often surround such complaints, it is  important that the investigation of complaints be handled in a confidential manner. If an  employee has filed a complaint in good faith, the employee will not be disciplined or  otherwise penalized because of the complaint,regardless of whether or not the complaint is  substantiated. 

If an employee has a complaint about sexual harassment, the main concern is to have the  harassing behavior stopped and to have the matter resolved as quickly and efficiently as  possible. The procedures to follow are:  

1. Be sure that the conduct you find offensive is discriminatory or harassing. If possible,  find witnesses or other substantiation of the conduct.  

2. Discuss the improper behavior with the person involved to let them know their  conduct is offensive to you.  

3. If the harassment does not stop or if it recurs, report the conduct perceived as  harassment as soon as possible to your supervisor and to Human Resources. If the  complaint involves the supervisor,report the harassment directly to Human Resources.  

4. A complete investigation concerning the complaint will be made in an impartial and  confidential manner, with the results being conveyed to all involved individuals. Every  reasonable effort will be made to determine the facts and resolve the situation.  

Awaken has the right to apply any sanction or condition of sanctions to deal with  unreasonable conduct or discrimination, including:  

1. Counseling with the offender(s). 

2. Probation with a warning of suspension or termination for continuing or recurring  offenses. 

3. Suspension, with or without pay. 

4. Termination of employment. 

These actions may be taken in any order depending upon the seriousness of the situation. At  Awaken, our responsibility is to treat all co-workers with dignity, sensitivity, and respect. Use  common sense in determining whether your conduct may be offensive or unwelcome to  another.

Awaken prohibits acts or threats of violence and threatening behavior by or against it’s  employees. Violations of this policy by employees of Awaken will lead to disciplinary action  that may include termination of employment.  

Violent acts or threats of violence include any activity by an individual that would reasonably  cause another individual to feel unsafe. Violent behavior may be verbal threats to harm  another person or damage property, physical aggression, or harassment, including sexual  harassment. Threats of violence include possession or display of a weapon of any type or  exhibiting an object in such a manner that it appears to be a weapon.  

If you are subject to or become aware of any violent acts or threats of violence, immediately  report the matter to your supervisor, Executive Pastor or the Lead Pastor.  

Retaliation against employees who raise concerns or questions about threats or violence will  not be tolerated. If an employee has filed a complaint in good faith, the employee will not be  disciplined or otherwise penalized because of the complaint, regardless of whether or not  the complaint is substantiated. 

Awaken employees may not use, possess, distribute or sell illegal drugs.The legal use of  prescribed drugs is permitted on the job only if it does not impair a employee‘s ability to 

perform the essential functions of the job effectively and is administered in a safe manner that  does not endanger other individuals in the workplace.  

In addition, alcoholic beverages may not be served anywhere on Awaken’ campuses or as  part of any Awaken sponsored events (whether on or off campus). Employees may not  consume alcoholic beverages during their work hours, while on a break or on a lunch break  or report to work or any Awaken function under the influence.  

Violators may be subject to disciplinary action that may include termination of employment. 

Violations may also have legal consequences.  

Awaken is a smoke-free/vape-free facility. No smoking, vaping or dipping by employee in any part of the building at any time. Ash containers are located  in designated smoking areas outside the building.  

In an effort to protect the safety of employees and the best interests of the church, Awaken  reserves the right to search an employee’s personal belongings, desk, work area, computer  documents, e-mail, and voice mail as needed for Awaken’s operations.  

Any employee who has reason to believe that a child is being abused, neglected, or  abandoned, MUST by law, report this to local law enforcement agency or the Department of  Health and Welfare within 24 hours #1.888.CARE4US.