Loveland Magazine’s Sexual Harassment Policy

Policy Statement

Loveland Magazine is committed to providing a safe environment free from discrimination of any kind and from harassment, including sexual harassment. Loveland Magazine will operate a zero tolerance policy for any form of sexual harassment. Loveland Magazine will treat all incidents seriously and promptly investigate all allegations of sexual harassment. All complaints of sexual harassment will be treated with respect and in confidence. No one will be victimized for making such a complaint. Anyone who is convicted by the authorities of sexual harassment after a proper investigation will be terminated immediately.

What Is Sexual Harassment?

Sexual harassment is unwelcome conduct of a sexual nature which makes a person feel offended, humiliated and/or intimidated. It includes situations where a person is asked to engage in sexual activity as a condition of that person’s employment, as well as situations which create an environment which is hostile, intimidating or humiliating for the recipient.

Sexual harassment can involve one or more incidents and actions constituting harassment may be physical, verbal and non-verbal. Examples of conduct or behaviour which constitute sexual harassment include, but are not limited to:

Physical conduct

  • Unwelcome physical contact including patting, pinching, stroking, kissing, hugging, fondling, or inappropriate touching
  • Physical violence, including sexual assault
  • Physical contact, e.g. touching, pinching
  • The use of job-related threats or rewards to solicit sexual favours

Verbal conduct

  • Comments on an employee or management’s appearance, age, private life, etc.
  • Sexual comments, stories and jokes
  • Sexual advances
  • Repeated and unwanted social invitations for dates or physical intimacy
  • Insults based on the sexual orientation of the employee or management
  • Condescending or paternalistic remarks
  • Sending sexually explicit messages (by phone or by email)

Non-verbal conduct

  • Display of sexually explicit or suggestive material
  • Sexually-suggestive gestures
  • Whistling
  • Leering

Loveland Magazine recognizes that ANYONE can be a victim of sexual harassment, regardless of their gender or sexual orientation or identity and of the gender, or sexual orientation or identity of the harasser. What matters is that the sexual conduct is unwanted and unwelcome by the person against whom the conduct is directed.

Loveland Magazine recognizes that sexual harassment is a manifestation of power relationships and often occurs within unequal relationships in the workplace, for example between manager or supervisor and employee.

Anyone, including employees of Loveland Magazine, clients, customers, casual workers, contractors or visitors who sexually harass another will no longer work with or have any affiliation with Loveland Magazine.

All sexual harassment is prohibited whether it takes place within Loveland Magazine premises or outside, including at social events, business trips, training sessions or conferences sponsored by anyone working with or for Loveland Magazine.

Filing a Sexual Harassment Complaint

Anyone who is subject to sexual harassment should, if possible, inform the alleged harasser that the conduct is unwanted and unwelcome. Loveland Magazine recognizes that sexual harassment may occur in unequal relationships (i.e. between a supervisor and the employee) and that it may not be possible for the victim to inform the alleged harasser.

If a victim cannot directly approach an alleged harasser, they can approach one of the designated Loveland Magazine staff members responsible for receiving complaints of sexual harassment.

When the designated staff member receives a complaint of sexual harassment, they must do the following:

  • Immediately record the dates, times and facts of the incident(s)
  • Ascertain the views of the victim as to what outcome they want
  • Ensure that the victim understands the company’s procedures for dealing with the complaint
  • Discuss and agree on what steps are taken next
  • Keep a confidential record of all discussions
  • Respect the choice of the victim
  • Ensure that the victim knows that they can lodge the complaint outside of the company

If the victim wishes to deal with the matter internally, the designated staff member will do the following:

  • Give an opportunity to the alleged harasser to respond to the complaint
  • Ensure that the alleged harasser understands the complaints mechanism
  • Facilitate discussion between both parties to achieve an informal resolution which is acceptable to the complainant
  • Ensure that a confidential record is kept of what happens
  • Follow up after the outcome of the complaint to ensure that the behavior has stopped
  • Ensure that the above is done speedily and within 48 hours of the complaint being made

If the victim feels their complaint has not had a satisfactory outcome, the victim has the right to report any and all information found by the designated staff member to the authorities.

Anyone who has been found to have sexually harassed another person under the terms of this policy will be terminated and will no longer be affiliated with Loveland Magazine in any way.

Loveland Magazine will ensure that this policy is widely disseminated to all relevant persons. All new employees must be trained on the content of this policy as part of their induction into the company.

It is Loveland Magazine’s responsibility to ensure that all those working with or for Loveland Magazine are aware of the policy.

Loveland Magazine does not discriminate on the basis of race, color, age, ethnicity, religion, national origin, pregnancy, gender, sexual orientation, gender identity, genetic information, marital status, disability, or status as a U.S. Veteran or active duty service member, in any of its programs or activities.