Making a People Operations Wiki on Coda

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Making a People Operations Wiki on Coda

Making a People Operations Wiki on Coda

Guidelines & Info

Workplace Harassment Prevention Training

Q4 WHPT begins on November 28, 2022 and closes on December 19, 2022. Those who are required to complete the training will be emailed.

Coda is committed to maintaining a workplace free from sexual and other unlawful harassment, discrimination, and bullying. We all share in the responsibility of building and maintaining positive and productive working relationships in an atmosphere of trust and mutual respect.

Based on your start date, position, and state you reside in, many of you are required by law to complete the Workplace Harassment Prevention training.

The primary goal of this course is to enable you to identify prohibited harassing behaviors, including sexual harassment. With this knowledge, you can help Coda maintain an environment free from harassment, discrimination, and intimidation.

To those that this requirement applies, you will be receiving two email notifications from Mineral/ThinkHR on behalf of Sequoia One on Monday, November 28th. Please make sure you are checking your spam/junk/clutter folder for these email notifications. The first email provides instructions for registering with the Mineral training platform. The second email will provide instructions for accessing the assigned training. You must register/create a password before accessing the training. If you’ve previously taken this annual course, you will receive one course e-mail and can login with your existing login credentials.

Please complete this training by December 19th.

Please note the following:

Your assigned training could be from 60 minutes – 120 minutes depending on your role and course assignment. The training is available 24/7 to allow everyone to take the training when possible.

Your progress can be saved, so you can complete the training in multiple sessions if needed. PLEASE SAVE before leaving the course.

There is no in-person component to this course.

Give yourself the time to get in the right headspace to watch these training videos.

We encourage you to take breaks in between modules due to the sensitive content.

Thank you for your help in maintaining a workplace free of unlawful harassment and discrimination. If you have any questions regarding log in issues or password reset, please contact: [insert contact information]. If you believe you have already completed this training, please reach out to me and I can clarify with the team about your status. Thank you!

HARASSMENT POLICY

Policy Against Unlawful Harassment, Discrimination, and Retaliation

Our Company is committed to providing a work environment that is free of unlawful harassment, discrimination, and retaliation. Further to this commitment, we strictly prohibit all forms of unlawful discrimination and harassment, which includes discrimination and harassment on the basis of race (including traits historically associated with race, such as hair texture and protective hairstyles, including braids, locks, and twists), religion, color, sex, pregnancy (including breast feeding and related medical conditions), national origin, citizenship status, uniform service member status, age, genetic information, disability, and for employees working in California, ancestry, ethnicity, gender identity and expression, sexual orientation, marital status, protected medical condition, or any other category protected by applicable state or federal law.

This policy against unlawful harassment, discrimination, and retaliation applies to all employees of our Company, including supervisors and managers. It also applies to all customers, vendors, and independent contractors, as well as to unpaid interns and volunteers (all of whom are designated for purposes of this policy only as “Business Associates”). We prohibit managers, supervisors and employees from harassing subordinates or co-workers as well as our Company’s Business Associates. Any such harassment will subject an employee to disciplinary action, up to and including immediate termination. In addition, we prohibit Business Associates from harassing our employees, unpaid interns and volunteers.

Examples of Prohibited Sexual Harassment: Sexual harassment includes a broad spectrum of conduct, including harassment based on sex, gender, gender transition, gender identity or expression, or sexual orientation. By way of illustration only, and not limitation, some examples of unlawful and unacceptable behavior include:

unwanted sexual advances;

offering an employment benefit (such as a raise or promotion) in exchange for sexual favors, or threatening an adverse action (such as termination, demotion, or disciplinary action) for an employee’s failure to engage in sexual activity;

visual conduct, such as leering, making sexual gestures, displaying sexually suggestive objects or images;

verbal sexual advances, propositions, requests or comments;

electronically sending or posting sexually-related text-messages, videos or images;

verbal abuse of a sexual nature, graphic verbal commentaries about an individual’s appearance, sexually degrading words used to describe an individual, suggestive or obscene letters, notes or invitations; and

physical conduct, such as touching, kissing, groping, assault, impeding or blocking movement;

physical or verbal abuse concerning an individual’s gender, gender transition, gender identity, or gender expression; and

verbal abuse concerning a person’s characteristics such as pitch of voice, facial hair or the size or shape of a person’s body, including remarks that a male is too feminine or a woman is too masculine.

Other Examples of What Constitutes Prohibited Harassment: In addition to the above listed conduct, our Company strictly prohibits harassment concerning any other protected characteristic. By way of illustration only, and not limitation, prohibited harassment concerning race, color, religion, national origin, age or other protected characteristic includes:

slurs, insults, and any other offensive remarks;

joking, mocking, or ridiculing conduct, whether written, verbal, or electronic;

threats, intimidation, horseplay, and other menacing behavior;

inappropriate verbal, graphic, or physical conduct, including practical jokes;

electronically sending or posting harassing text messages, videos or images; and

other conduct based on one or more of the protected categories identified in this policy.

If you have any questions about what constitutes prohibited harassing behavior, ask your supervisor or another member of management.

Prohibition Against Retaliation: Our Company is committed to prohibiting retaliation against those who themselves or whose family members report, oppose, or participate in an investigation of alleged unlawful harassment, discrimination, or other wrongdoing in the workplace. By way of example only, participating in such an investigation includes, but is not limited to:

Filing a complaint with a federal or state enforcement or administrative agency;

Participating in or cooperating with a federal or state enforcement agency conducting an investigation of our Company regarding alleged unlawful activity;

Testifying as a party, witness, or accused regarding alleged unlawful activity;

Making or filing an internal complaint with our Company regarding alleged unlawful activity;

Providing notice to our Company regarding alleged unlawful activity;

Assisting another employee who is engaged in any of these activities.

Our Company is further committed to prohibiting retaliation against qualified employees who request a reasonable accommodation for any known physical or mental disability and employees who request a reasonable accommodation of their religious beliefs and practices. In addition, our Company will not penalize or retaliate against an employee who is a victim of domestic violence, sexual assault, or stalking for requesting leave time or accommodations in the workplace to ensure the employee’s safety and well-being.

What Should You Do If You Feel You Are Being, Or Have Been, Harassed, Discriminated Against, or Retaliated Against If you feel that you are being harassed, discriminated against, or retaliated against in violation of this policy by any employee, supervisor, manager or Business Associate of our Company, you should immediately contact Our Internal HR Contact. If our Company does not completely and timely address your complaint of harassment, you should contact Sequoia One. In addition, if you observe harassment by another employee, supervisor, manager or Business Associate of the Company please report the incident immediately to the individuals above.

Supervisors who receive any complaint of harassment, discrimination or retaliation must promptly report such complaint to Our Internal HR Contact. If our Company does not completely and timely address your report or complaint of harassment, you should contact Sequoia One.

Your notification of the problem is essential to us. We cannot help resolve a harassment problem unless we know about it. Therefore, it is your responsibility to bring your concerns and/or problems to our attention so that we can take whatever steps are necessary to address the situation. Our Company takes all complaints of unlawful harassment seriously and will not penalize you or retaliate against you in any way for reporting a harassment problem in good faith.

All complaints of unlawful harassment which are reported to management will be investigated, as promptly as possible by an impartial and qualified person, and, upon conclusion of such investigation, appropriate corrective action will be taken where warranted. Our Company prohibits employees from refusing to cooperate with internal investigations and the internal complaint procedure. All complaints of unlawful harassment which are reported to management will be treated with as much confidentiality as possible, consistent with the need to conduct an adequate investigation.

Violation of this policy will subject an employee to disciplinary action, up to and including immediate termination. Moreover, any employee, supervisor or manager who condones or ignores potential violations of this policy will be subject to appropriate disciplinary action, up to and including termination. Additionally, under California law, employees may be held personally liable for harassing conduct that violates the California Fair Employment and Housing Act.

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