Respectful Worksite Language

Respectful Worksite means as a worksite that is appropriate, safe, productive, and free of bullying, hazing, or harassment. An Acceptable Worksite is free from behaviors that may impair production, and/or undermine the integrity of the work conditions including but not limited to job performance, safety, productivity, or efficiency of workers.

Worksite refers to the location at which construction, equipment, or services furnished by the Contractor under the Contract will be performed, completed, and /r delivered.

Discrimination occurs when an employer takes a discrete adverse employment action against an employee and the employee’s protected status was a substantial factor in the employer’s decision.

Discrete Adverse Employment Action is an action that substantially affects the terms, conditions, or privileges of employment. It includes, but is not limited to, discipline, discharge, layoff and a failure to hire or promote.

In the case of retaliation, an action would discourage a reasonable employee from making a complaint or participating in a discrimination, harassment, or retaliation investigation or proceeding.

Protected Status includes an employee’s sex, age, creed, disability, marital status, national origin, race, color, religion, pregnancy, gender, gender identity or expression, genetic information, sexual orientation, veteran or military status, use of a service animal, and any other status protected by federal, state, and local law.

Harassment is unwelcome conduct that can take many forms, including but not limited to, innuendoes, unwelcome compliments, suggestive or insulting noises, facial expressions, vulgar language, nicknames, slurs, derogatory comments, cartoons, jokes, pranks, written materials, and offensive gestures or touching. It is illegal when:

• Enduring the conduct becomes a condition of continued employment OR
• The conduct is severe or pervasive enough to create an environment that a reasonable person would consider intimidating, hostile, or abusive

Sexual Harassment occurs when unsolicited and unwelcome sexual advances, requests for sexual favors, displays of sexually oriented material, or other verbal or physical conduct of a sexual nature:

• Is explicitly or implicitly made a term or condition of employment
• Is used as a basis for an employment decision
• Unreasonably interferes with an employee’s work performance, or creates an intimidating, hostile, or otherwise offensive environment.
• Both the victim and the harasser can be the same gender or gender identity.

Retaliation occurs when a supervisor or manager takes a discrete adverse employment action against an employee because the employee reported discrimination, harassment or retaliation or assisted in the investigation or proceeding of such complaints.

Inappropriate Conduct is conduct that, while not rising to the level of unlawful discrimination or harassment, communicates a hostile, derogatory, or negative message about persons based on protected status. Inappropriate conduct can be either verbal or nonverbal and includes slights, insults, and other conduct that a reasonable person would find offensive.