Workplace Violence Policy

Dow Jones Workplace Violence Policy

Dow Jones seeks to provide a safe and secure workplace for its employees. Threats, threatening behavior, or acts of violence against employees, visitors, contractors, or other individuals when that behavior is job related or is carried out on a company controlled site, or is connected to company employment will not be tolerated. Violations of this policy will lead to disciplinary action, which may include termination of employment. Any person who makes substantial threats, exhibits threatening behavior, or engages in violent acts on Dow Jones property shall be removed from the premises as quickly as safety permits, and may be required to remain off Dow Jones premises pending the outcome of an investigation. This behavior can include, but is not limited to, oral or written statements, gestures or expressions that communicate a direct or indirect threat of physical harm. Dow Jones will initiate an appropriate response, which may include, but is not limited to, suspension and/or termination of any business relationship, reassignment of job duties, suspension or termination of employment, and/or criminal prosecution of the person or persons involved.

Possession of firearms while conducting company business or on company owned/leased property, including vehicles parked in parking lots, is strictly prohibited, and is grounds for disciplinary action, including immediate termination of employment (unless specifically permitted by local law).

All Dow Jones employees are encouraged to immediately notify their manager of any threats that they have witnessed, received, or have been told that another person has witnessed or received. Even without an actual threat, employees should also report any behavior they have witnessed that they regard as threatening or violent, when that behavior is job related or might be carried out on a company controlled site, or is connected to company employment. Managers must immediately report these incidents to the designated Human Resources Management Representative listed below. In the event of a life-threatening emergency, Dow Jones personnel should immediately contact the local police. Dow Jones understands the sensitivity of the information requested and has developed confidentiality procedures that recognize and respect the privacy of the reporting employee(s) to the maximum allowable extent.

Sexual Harassment Policy

Unlawful Harassment

Dow Jones celebrates the diversity of our people and is committed to providing a working
environment in which all people are treated with dignity and respect. To that end, unlawful
harassment of any employee based on that employee’s sex, sexual orientation, gender
identity, age, disability, national origin, race, religion, service in the military, or other
protected trait is strictly prohibited and will not be tolerated. Harassment includes but is
not limited to making derogatory remarks about protected characteristics, using negative
epithets, making “jokes” about ethnic or other groups, and other verbal and physical
behavior.

While all forms of harassment based on a protected characteristic are prohibited, the
Company wishes to emphasize the specific problem of sexual harassment. Sexual
harassment includes unwelcome sexual advances, requests for sexual favours or other
verbal or physical conduct of a sexual nature when:

    1. Submission to such conduct is made either explicitly or implicitly a term or condition
      of an individual’s employment;
    2. Submission to or rejection of such conduct by an individual is used as a basis of
      employment decisions affecting such individual; or
    3. Such conduct has the purpose or effect of unreasonably interfering with the
      affected individual’s work performance or creating an intimidating, hostile, or
      offensive work environment.

    Sexual harassment is prohibited whether directed toward men or women, whether the
    harasser and the victim are of the same or different genders and/or same or different
    sexual orientations, and regardless of whether the employee accepts or rejects the
    advance. Examples of conduct that could constitute unlawful sexual harassment include:

      • Sexual touching, advances, or propositions;
      • Verbal abuse, epithets, derogatory statements, or slurs;
      • Graphic or suggestive comments about an individual’s dress or body;
      • Sexually degrading words to describe an individual; and
      • The display in the workplace of sexually suggestive objects or pictures, including
        nude photographs.

    The Company policy also applies to sexually improper conduct toward the Company’s
    employees by clients, customers, or other non-employees.

    Please keep in mind that each of the concepts described in the preceding discussion of
    “sexual harassment” applies with equal force to all other types of harassment based on
    one or more Protected Classifications.

    Handling Complaints

    It is the Company’s policy to investigate thoroughly and remedy any incidents of
    harassment or discrimination. In order to accomplish this, however, if you believe that you
    have been subject to unlawful workplace harassment or discrimination of any kind,
    whether by a fellow employee or by a client, customer or other non-employee, you must
    report the matter as soon as possible to a corporate representative (a department
    manager, EEO Coordinator, People Business Partner, or other appropriate management
    representative such as the employee's immediate supervisor) or through the News Corp
    Alertline. The Alertline telephone number is: 866-480-6129. The Alertline Website is: https://
    newscorp.alertline.com.

    The Company understands that complaints of harassment and discrimination can be
    extremely sensitive and, as far as practicable, will keep such complaints and all
    communications concerning them in strict confidence. In order to make this policy
    effective, each employee is expected and, indeed, obligated to cooperate fully with the
    Company in any such investigation. This includes all employees involved in any way,
    including the complaining employee, the alleged harasser, and any individuals identified as
    witnesses. It is an independent violation of this policy for an employee to refuse to
    cooperate in any such investigation and, depending on the circumstances, any such
    employee will be subject to appropriate disciplinary action up to and including discharge for
    failure to cooperate.

    The Company will investigate all complaints of harassment promptly, fairly, thoroughly, and
    as confidentially as practicable. If the Company determines that harassment has occurred,
    appropriate corrective action will be taken as warranted by the circumstances. Any
    employee or manager who is found after investigation to have engaged in unlawful
    harassment or discrimination of an employee will be subject to appropriate disciplinary
    action, depending on the circumstances, up to and including discharge.

    No Retaliation

    The Company respects the right of each employee to complain in good faith about illegal
    discrimination of any kind, including sexual or other workplace harassment, or who
    provides information in connection with any such complaint. Retaliation against any
    employee for engaging in these protected activities is contrary to Company policy and will
    not be tolerated. If you believe that you have experienced illegal discrimination,
    harassment, or retaliation, you should report this immediately to the People Department.

Affirmative Action

Dow Jones has developed a written Affirmative Action Program which sets forth the policies, practices and procedures which the company is committed to applying in order to ensure that its policy of non-discrimination and affirmative action for qualified individuals with disabilities and qualified protected veterans is accomplished. The Affirmative Action Program is available for inspection by any employee or applicant for employment request, between 9:00am – 5:00pm at the Human Resources department.

Equal Employment Opportunity

Dow Jones, Making Careers Newsworthy

All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, national origin, protected veteran status, or disability status.

EEO/AA/M/F/Disabled/Vets

Equal Employment Opportunity

Dow Jones is committed to equal employment and advancement opportunity for all employees and candidates for employment without regard to race, color, ancestry, national origin, religious creed, gender, physical or mental disability, veteran status, sexual orientation, age or marital status in accordance with the applicable laws and regulations. The Equal Opportunity Statement can be viewed here.

EEO is the law

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