All policies are important. Those in this section not only are important, but relate to some very specific federal, state and local employment laws. Please read them closely.
Equal Employment Opportunity
Equal Employment Opportunity is a fundamental principle and policy at Gorilla 76, where employment is based upon your capabilities and qualifications without regard to race, color, religion, sex, age, national origin, disability, genetic information, sexual orientation, gender identity, citizenship status, marital status or any other legally protected characteristic.
This policy of Equal Employment Opportunity applies to all policies and procedures relating to recruitment and hiring, compensation, benefits, termination, and all other terms and conditions of employment.
Should someone violate this policy, disciplinary action will be taken. Both Jon and Joe have responsibility for this policy, and employee questions or concerns may be referred to either. This is something we take very seriously, per our core value of inclusivity.
Non-discrimination and anti-harassment policy
Gorilla 76 is committed to a work environment in which all individuals are treated with respect and dignity. Each individual has the right to work in a professional atmosphere that promotes equal employment opportunities and prohibits discriminatory practices, including harassment. We expect that all relationships among persons in the workplace (both on and off-site) will be business-like and free of bias, prejudice and harassment.
In short, be kind and treat others as you’d want to be treated. It’s really pretty simple.
Definitions of harassment
Sexual harassment constitutes discrimination and is illegal under federal, state and local laws. Sexual harassment is defined as unwelcome sexual advances, requests for sexual favors and other verbal or physical conduct of a sexual nature when, for example:
- Submission to such conduct is made either explicitly or implicitly a term or condition of an individual’s employment
- Submission to or rejection of such conduct by an individual is used as the basis for employment decisions affecting such individual
- Or such conduct has the purpose or effect of unreasonably interfering with an individual’s work performance or creating an intimidating, hostile or offensive working environment
If any harassment claim is investigated and found to be valid, disciplinary action will be taken up to and including employment termination.
Unlawful harassment is prohibited
Gorilla 76 is committed to providing a work environment that is free of discrimination and unlawful harassment. Actions, words, jokes or comments based on an individual’s sex, race, color, ethnicity, national origin, ancestry, age, religion, disability, sexual orientation, gender identity, genetic testing information or any other legally protected characteristic will absolutely not be tolerated from a Gorilla 76 employee or non-employee (client, vendor, etc.).
Per the Equal Employment Opportunity Commission‘s (EEOC) definition of sexual harassment, it’s important to note that sexual harassment does not have to involve conduct of a sexual nature in order to constitute unlawful behavior. For example, abusive, offensive or demeaning behavior that is directed to members of one gender only may be deemed a form of sexual harassment, even though the conduct was not motivated by sexual desire or gratification. In addition, harassment of a male by another male or of a female by another female also constitutes unlawful form of sex discrimination.
Examples of the types of conducts which could be considered sexual harassment and which are explicitly prohibited by Gorilla 76 policy include, but are not limited to, the following:
- Unwelcome sexual advances, requests for sexual favors, or any sexual touching and gesturing
- Offering favorable employment benefits or conditions of employment in exchange for sexual favors
- Threatening or imposing less-favorable employment benefits or conditions of employment after receiving a negative response to sexual advances
- Comments, jokes, slurs, graphic verbal commentaries about an individual’s body or any other derogatory, offensive language or behavior of a sexual nature
- Sexually suggestive objects, notes/letters, books, magazines, photographs, cartoons, pictures, calendars, posters and electronic communications
Complaint and investigation procedure
If you have a complaint about an incident of harassment, immediately ask the offending party to stop, unless that makes you uncomfortable. You should also immediately report the matter to either Jon, Joe or Buck Fetters regardless of whether you ask the offending party to stop or not. You can always raise concerns and make reports without fear of reprisal or retaliation.
Additionally, any manager who becomes aware of possible sexual or other unlawful harassment should promptly advise Jon or Joe who will handle the matter in a timely and confidential manner.
Investigation and discipline
All complaints will be thoroughly investigated and will be treated with the utmost confidentiality consistent with the resolution of the situation. If the allegations are found to be true following investigation, appropriate corrective action will be taken, up to and including the termination of the offending employee(s).
Gorilla 76 prohibits retaliation of any kind against individuals who have made good faith reports or complaints of violations of this policy or other known or suspected illegal or unethical conduct.
If you feel you have been subjected to harassment or witnessed harassment, bring it to our attention immediately.
Americans with Disabilities Act
We’re committed to complying with all applicable provisions of the Americans with Disabilities Act (ADA). It’s our policy to not discriminate against any qualified employee or applicant with regard to any terms or conditions of employment because of that individual’s disability, or perceived disability, so long as the employee can perform the essential functions of the job.
Consistent with this policy of nondiscrimination, Gorilla 76 will provide reasonable accommodations to a qualified individual with a disability, as defined by the ADA, who has made Gorilla aware of their disability, provided that such accommodation does not constitute an undue hardship on the team.
Employees with a disability who believe they need a reasonable accommodation to perform the essential functions of their job should contact either Jon or Joe. Gorilla 76 encourages individuals with disabilities to come forward and request a reasonable accommodation. It is our hope that you’d never feel this is something you’d need to hide. After all, Jon has been very vocal about his journey with multiple sclerosis.
Code of conduct
Our success is built upon the principles of fair dealing and ethical conduct of our employees. Our reputation for integrity and excellence requires careful observance of the spirit and letter of all applicable laws and regulations, as well as a scrupulous regard for the highest standards of conduct and personal integrity. We even have our own code of ethics.
Our continued success is dependent upon our clients’ trust, something we’re dedicated to preserving. Employees owe a duty to Gorilla 76, its clients and colleagues to act in a way that will merit the continued trust and confidence of the public.
We’ll comply with all applicable laws and regulations and expect all employees to conduct business in accordance with the letter, spirit and intent of all relevant laws and to refrain from any illegal, dishonest or unethical conduct.
Business dealings that appear to create a conflict between the interests of the Company and an employee are unacceptable. Special care must be taken to avoid even the impression of a conflict of interest.
In general, the use of good judgment, based on the highest ethical principles, will guide you. If a situation arises where it is difficult to determine the proper course of action, the matter should be discussed with either Joe or Jon.
Compliance with this policy of business ethics and conduct is the responsibility of every employee. Disregarding or failing to comply with this standard of business ethics and conduct could lead to disciplinary action, up to and including termination of employment.
Confidential nature of work
Our customers trust us with very confidential information. All Gorilla 76 records and information relating to Gorilla 76 or its customers are confidential and employees must treat all matters accordingly. That’s why we ask you to sign a Confidentiality Agreement.
Employees who are unsure about the confidential nature of specific information should ask Joe or Jon for clarification.
COVID-19 response
The health and safety of everyone at Gorilla is very important to us and we’ve introduced many measures to ensure we maintain a COVID-free workplace.
With our current work-from-wherever environment, we’ve greatly limited face-to-face contact – and we intend to continue this arrangement. However, there will be times when meetings and in-person gatherings happen.
To ensure the safety of everyone, we’ll continue to wear masks and are asking all employees to be vaccinated if coming to any indoor Gorilla related-function. This includes, but is not limited to, working in the office and visiting clients. Initial shots and boosters are available at most major pharmacies throughout the area.
When you get vaccinated, simply let us know. We reserve the right to require proof. As usual, your information will be kept in confidence.
This guidance applies to all employees of Gorilla 76.
