Common use of Directives Clause in Contracts

Directives. All employees regardless of position are responsible to: • Read and comply with this policy. • Request an interpretation of the policy from their supervisor if they are unsure whether any of their behaviors or circumstances may be a breach of the policy. • Treat all other employees in a manner consistent with this policy and without discrimination, harassment or sexual harassment. • Consider being an ally for those facing discrimination, harassment and sexual harassment by speaking up when this behavior is observed and/or reporting any violations of this policy. • Take sexual harassment awareness and prevention training within six months of hire and at least annually thereafter if a nonsupervisory employee. In addition to the above, all supervisors, managers and leaders at PLIA are responsible to: • Make employees aware of this policy. • Provide, with appropriate assistance from small agency human resources, clarifications to employees about potential breaches of the policy. • Lead by example. Create and maintain a workplace free from discrimination, harassment and sexual harassment. • Watch for signs and symptoms of violations of this policy, including changes in employee behavior and conduct and be proactive in addressing them when noticed. • Not condone or ignore violations of this policy, or give employees the impression that they are. • Document, report and respond in an appropriate and timely fashion to incidents of discrimination or harassment toward employees, applicants, volunteers or persons having business with the PLIA. • Maintain the confidentiality of all such reports to the extent provided/allowed by law. • Take sexual harassment awareness and prevention training within six months of hire and annually thereafter. The Management Team will review this policy annually for changes and effectiveness. As part of that review, the following data and criteria will be used to determine the success of this policy: • Annually, PLIA will be able to affirm that 100% of our employees have met their sexual harassment training requirements. • By 2021, the total number of days it takes to intake, respond, investigate (if necessary)and take appropriate action on an employee complaint may not exceed, on average, 60 days unless there are extenuating circumstances. • At least three times a year, a different manager will present at an all-staff meeting a different aspect of the importance of this policy to the agency and in meeting our diversity, and equity and inclusion goals. • At each all-staff meeting, the DEI committee will encourage employees to provide input and suggestions on this policy and the actions of leaders to create an environment free from discrimination, harassment and sexual harassment. This feedback will be considered as part of the annual review to determine the success of this policy and XXXX’s efforts. The directives indicated here are not optional, and failure to follow them may lead to discipline, up to and including termination. In addition, these directives and the goals will be used in annual evaluations for supervisors and managers as a specific competency required for satisfactory job performance. Supervisors and managers will be expected to explain how they worked to comply, achieve and exceed the goals identified in this policy.

Directives. All employees regardless of position are responsible to: • Read and comply with this policy. • Request an interpretation of the policy from their supervisor if they are unsure whether any of their behaviors or circumstances may be a breach of the policy. • Treat all other employees in a manner consistent with this policy and without discrimination, harassment or sexual harassment. • Consider being an ally for those facing discrimination, harassment and sexual harassment by speaking up when this behavior is observed and/or reporting any violations of this policy. • Take sexual harassment awareness and prevention training within six months of hire and at least annually thereafter if a nonsupervisory employee. In addition to the above, all supervisors, managers and leaders at PLIA are responsible to: • Make employees aware of this policy. • Provide, with appropriate assistance from small agency human resources, clarifications to employees about potential breaches of the policy. • Lead by example. Create and maintain a workplace free from discrimination, harassment and sexual harassment. • Watch for signs and symptoms of violations of this policy, including changes in employee behavior and conduct and be proactive in addressing them when noticed. • Not condone or ignore violations of this policy, or give employees the impression that they are. • Document, report and respond in an appropriate and timely fashion to incidents of discrimination or harassment toward employees, applicants, volunteers or persons having business with the PLIA. • Maintain the confidentiality of all such reports to the extent provided/allowed by law. • Take sexual harassment awareness and prevention training within six months of hire and annually thereafter. The Management Team will review this policy annually for changes and effectiveness. As part of that review, the following data and criteria will be used to determine the success of this policy: • Annually, PLIA will be able to affirm that 100% of our employees have met their sexual harassment training requirements. • By 2021, the total number of days it takes to intake, respond, investigate (if necessary)and take appropriate action on an employee complaint may not exceed, on average, 60 days unless there are extenuating circumstances. • At least three times a year, a different manager will present at an all-staff meeting a different aspect of the importance of this policy to the agency and in meeting our diversity, and equity and inclusion goals. • At each all-staff meeting, the DEI committee will encourage employees to provide input and suggestions on this policy and the actions of leaders to create an environment free from discrimination, harassment and sexual harassment. This feedback will be considered as part of the annual review to determine the success of this policy and XXXXPLIA’s efforts. The directives indicated here are not optional, and failure to follow them may lead to discipline, up to and including termination. In addition, these directives and the goals will be used in annual evaluations for supervisors and managers as a specific competency required for satisfactory job performance. Supervisors and managers will be expected to explain how they worked to comply, achieve and exceed the goals identified in this policy.