BUSINESS & EMPLOYMENT STANDARDS
At-Will Employment
This guideline is not, nor is it intended to be a contract of employment. Howard Hartry, Inc. and Marine Wholesale & Warehouse adhere to a policy of employment-at-will, which enables either the employee or the employer to terminate the employment relationship at any time for any reason.
Should you decide to leave your employment with us, we ask that you provide your supervisor with at least two weeks’ advance notice as a courtesy. This will enable the company to arrange for a replacement and assist in the smooth transition of responsibilities.
Additionally, all resigning employees must complete a brief exit interview prior to leaving.
Howard Hartry, Inc. and Marine Wholesale & Warehouse are proud to be an equal opportunity employer and workplace. We are committed to creating an inclusive environment for all employees. It is our policy to provide equal employment opportunity and to prohibit discrimination against everyone regardless of race, age, color, religion, political affiliation, sexual orientation, gender identity, pregnancy, marital status, veteran status, national origin or ancestry, physical or mental disability, medical condition including genetic characteristics, status with regard to public assistance, or any other consideration made unlawful by federal, state or local laws. We also prohibit unlawful discrimination based on the perception that anyone has any of these characteristics. All aspects of employment, including the decision to hire, promote, discipline, or discharge is decided on the basis of qualifications, merit, performance, and business needs.
This policy applies to all Company employment actions, including hiring, training, promotions, rates of pay, layoffs, and other forms of compensation. This policy applies to all persons involved in all operations of Howard Hartry, Inc., and Marine Wholesale & Warehouse, and prohibits unlawful discrimination by or against any employee of the Company, including supervisors and coworkers.
If you become aware of a complaint or incident of possible discrimination or harassment, or if you believe you have been subjected to discrimination or harassment, you should immediately contact your immediate supervisor or the HR Director.
Equal Opportunity
Non Harassment
We prohibit harassment of one employee by another employee or supervisor on any basis including, but not limited to, age, race, color, gender, disability, national origin or ancestry, religion, marital status, veteran status, physical or mental disability, sexual orientation, medical condition including genetic characteristics, status with regard to public assistance, or other protected classes designated by federal, state, and local laws.
While it is not easy to define precisely the totality of what harassment is, we can identify that it may consist of, but is not limited to:
Verbal Harassment: including slurs, epithets, threats, derogatory and offensive comments, unwelcome jokes, teasing, sexual advances, requests for sexual favors, and other similar verbal statements,
Physical Harassment: unnecessary, unwanted or offensive touching, and
Visual Harassment: showing or distributing offensive posters, websites, cartoons, drawings, images, socials posts, or gestures.
To constitute harassment, the behavior must be sufficiently severe and/or pervasive. However, unacceptable/offensive behavior does not have to rise to the level of harassment for disciplinary action to be taken up to and including termination.
What to do if you are harassed
If you feel you are the victim of harassment, the offended employee should try to immediately take some course of action. Specifically:
Talk to the harasser and ask him or her to stop.
Although you are not required to talk to the harasser, you may do so. The harasser may not realize the behavior or advances are offensive. When it is appropriate and sensible, you may want to tell the harasser the behavior is unwelcome and must stop. Sometimes a simple confrontation will end the situation.If you are unable to or do not wish to confront the harasser, or are unsuccessful:
The offended employee should immediately report the facts of the incident to his/her own supervisor and/or the HR Director. The employee is encouraged to document the incident(s) as soon as it occurs in as much detail as possible, including: the nature of the incident(s), dates, times and places it has occurred; name of the offender; witnesses; their response to the incident(s); the effect/impact of the behavior on them.
Further, any witnesses of harassment can and should document the incident as noted above and file a complaint with the HR Director as well.
Complaints received will be promptly and thoroughly investigated to determine whether improper conduct has occurred. The investigation will happen even if the complainant says he/she does not want anything to be done. We will make every effort to protect the rights and concerns of the offended person, the offender and any witnesses. Respect for privacy of all parties will be adhered to as much as possible.
The President of each company has the decision-making authority to review the investigative reports and to make a finding of whether the harassment policy has been violated based upon the investigation and will determine the appropriate action to be taken based upon the findings. The appropriate action may include, but is not limited to verbal or written warnings, education classes, suspension, loss of promotion or salary increase, and/or termination.
Any Howard Hartry, Inc. or Marine Wholesale & Warehouse employee who has, in good faith, submit a complaint will be shielded from retaliation. Retaliation occurs when an employer takes an adverse action against an employee including, but not limited to:
Demotion
Suspension
Termination
Failing to hire or consider for hire or promotion
Failing to give equal consideration in making employment decisions or to make impartial employment recommendations
Adversely impacting working conditions or otherwise denying any employment benefit to an employee
Creating a hostile or intimidating work environment
We prohibit retaliation even if the concerns raised are not confirmed following an investigation. However, an employee may be subject to adverse action if the employee knowingly made a false allegation, provided false or misleading information in the course of an investigation, or otherwise acted in bad faith. This anti-retaliation policy does not exempt employees from the consequences of their own misconduct or inadequate performance.
Anti-Retaliation Policy
Howard Hartry, Inc. and Marine Wholesale & Warehouse will provide reasonable accommodation to enable a qualified applicant to perform the essential functions of the job he/she is seeking and to enable a qualified employee with a disability to perform the essential functions of a job currently held.
Modifications or adjustments may be required in the work environment, in the manner or circumstances in which the job is customarily performed, or in employment policies. We will make an accommodation that does not impose an undue hardship on the operation of the business. The Americans with Disabilities Act (ADA) defines an undue hardship as an action that requires significant difficulty or expense. Each accommodation request will be handled on a case-by-case basis and every effort will be made to comply with the ADA.
HOW TO REQUEST AN ACCOMmODATION
Qualified individuals with disabilities may make requests for reasonable accommodation to their supervisor. Upon receipt of a request, the supervisor will meet with the requesting employee to discuss and identify the potential accommodation that the Company might make to help overcome designated limitations. Also, when appropriate, the Company may need permission from the employee to obtain additional information from the employee’s physician and/or other medical rehabilitation professionals about the type of accommodation needed.
The employee’s supervisor will work with the HR Director to determine the feasibility of the requested accommodation. The supervisor will inform the employee of the decision of the Company on the request and/or how to make the accommodation.