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=Text=
=Text=
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DUKE POWER COMPANY
DUKE POWER COMPANY
( P0mit, MANAGEMENT PROCEDURE NUMBER               8901-0019
( P0mit, MANAGEMENT PROCEDURE NUMBER 8901-0019
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==SUBJECT:==
==SUBJECT:==
HARASSMENT OF EMPLOYEES PAGE 1 of 2       DATE REVISED NEW         DATE EFFECTIVE           2-17-81 STATEMENT:
HARASSMENT OF EMPLOYEES (v,.
PAGE 1 of 2 DATE REVISED NEW DATE EFFECTIVE 2-17-81 STATEMENT:
It is the policy of Duke Power Company to treat all employees equally in their terms and conditions of employment. The harassment of any employee is contrary to this policy and will be considered justification for disciplinary action. This procedure defines harassment and outlines the method by which it is reported.
It is the policy of Duke Power Company to treat all employees equally in their terms and conditions of employment. The harassment of any employee is contrary to this policy and will be considered justification for disciplinary action. This procedure defines harassment and outlines the method by which it is reported.
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V0i.?.yfca r/ s v    IMPLEMENTATION:                                                  ' bl[i}D I. DEFINITION:     Harassment is any annoying persistent act or actions that single out an employee, to that employee's objection or detriment, bccause of, but not limited to race, sex, religion, national origin, age, handicap, or innate personal characteristics.
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A. Harassment may include any of the following:
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: 1. Verbal abuse or ridicule.
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: 2. Interference with an employee's work.
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: 3. Displaying or distributing pornographic or racist materials.
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: 4. Discriminating against any employee in work assignments or job-related training.
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: 5. Intimate physical contact.
' bl[i}D IMPLEMENTATION:
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                                                ~
DEFINITION:
Demanding favors (sexual or otherwise), explicitly or implicitly, as a condition of employment, promotion,                                     j transfer, or any other tenn or condition of employment,                                   j i
Harassment is any annoying persistent act or actions that single out an employee, to that employee's objection or detriment, bccause of, but not limited to race, sex, religion, national origin, age, handicap, or innate personal characteristics.
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A.
8405240083 831102           '
Harassment may include any of the following:
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Verbal abuse or ridicule.
                                                                                                                          ,. l
2.
Interference with an employee's work.
3.
Displaying or distributing pornographic or racist materials.
4.
Discriminating against any employee in work assignments or job-related training.
5.
Intimate physical contact.
6.' Demanding favors (sexual or otherwise), explicitly or
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MANAGEMENT PROCEDURE NUMTER 8901-0019 PAGE     2 of 2                 DATE REVISED NEW       DATE EFFECTIVE 2-17-81 II.       REPORTING AND I?NESTIGATION OF HARASSMENT OR SUSPECTED HARASSMENT:
MANAGEMENT PROCEDURE NUMTER 8901-0019 PAGE 2 of 2 DATE REVISED NEW DATE EFFECTIVE 2-17-81 II.
It is every employee's responsibility to insure that his or her conduct does not include or imply harassment in any fom.                         If, however, harassment or suspected harassment has or is taking place, the following will apply:
REPORTING AND I?NESTIGATION OF HARASSMENT OR SUSPECTED HARASSMENT:
A. An employee should report harassment or suspected harassment to his or her supervisor or the Personnel Assistant.                   If the harassment involves the supervisor, however, the employee should report it to the next level of management or the Personnel Assistant. The EEO Section of the Corporate Personnel Department may be contacted by the employee.
It is every employee's responsibility to insure that his or her conduct does not include or imply harassment in any fom.
B. Any supervisor who receives a report of or has knowledge of harassr.ent shall inform higher management or Personnel Assistant who will determine whether further investigation is warranted.
If, however, harassment or suspected harassment has or is taking place, the following will apply:
C. Each complaint shall be fully investigated and a determination of the facts will be made on a case by case basis.
A.
III.         DISCIPLINARY ACTION:
An employee should report harassment or suspected harassment to his or her supervisor or the Personnel Assistant.
A.     Duke Power Company will not tolerate harassment or any form of retaliation against an employee who has either instigated or cooperated in an investigation of alleged harassment.
If the harassment involves the supervisor, however, the employee should report it to the next level of management or the Personnel Assistant. The EEO Section of the Corporate Personnel Department may be contacted by the employee.
B.     Disciplinary action will be taken according to Corporate and departmental disciplinary procedures.
B.
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Any supervisor who receives a report of or has knowledge of harassr.ent shall inform higher management or Personnel Assistant who will determine whether further investigation is warranted.
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Each complaint shall be fully investigated and a determination of the facts will be made on a case by case basis.
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Duke Power Company will not tolerate harassment or any form of retaliation against an employee who has either instigated or cooperated in an investigation of alleged harassment.
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Disciplinary action will be taken according to Corporate and departmental disciplinary procedures.
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Latest revision as of 13:01, 13 December 2024

Applicant Exhibit A-27,consisting of Mgt Procedure 8901-0019 Re Harassment of Employees
ML20090K186
Person / Time
Site: Catawba  
Issue date: 11/02/1983
From: Major J
DUKE POWER CO.
To:
References
A-027, A-27, NUDOCS 8405240083
Download: ML20090K186 (2)
v • d • e


Text

.

DUKE POWER COMPANY

( P0mit, MANAGEMENT PROCEDURE NUMBER 8901-0019

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SUBJECT:

HARASSMENT OF EMPLOYEES (v,.

PAGE 1 of 2 DATE REVISED NEW DATE EFFECTIVE 2-17-81 STATEMENT:

It is the policy of Duke Power Company to treat all employees equally in their terms and conditions of employment. The harassment of any employee is contrary to this policy and will be considered justification for disciplinary action. This procedure defines harassment and outlines the method by which it is reported.

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V0i.?.yfca r/ s

' bl[i}D IMPLEMENTATION:

v I.

DEFINITION:

Harassment is any annoying persistent act or actions that single out an employee, to that employee's objection or detriment, bccause of, but not limited to race, sex, religion, national origin, age, handicap, or innate personal characteristics.

A.

Harassment may include any of the following:

1.

Verbal abuse or ridicule.

2.

Interference with an employee's work.

3.

Displaying or distributing pornographic or racist materials.

4.

Discriminating against any employee in work assignments or job-related training.

5.

Intimate physical contact.

6.' Demanding favors (sexual or otherwise), explicitly or

~

implicitly, as a condition of employment, promotion, j

transfer, or any other tenn or condition of employment, j

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v 8405240083 831102 hDRADOCK 05000413 PDR i

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MANAGEMENT PROCEDURE NUMTER 8901-0019 PAGE 2 of 2 DATE REVISED NEW DATE EFFECTIVE 2-17-81 II.

REPORTING AND I?NESTIGATION OF HARASSMENT OR SUSPECTED HARASSMENT:

It is every employee's responsibility to insure that his or her conduct does not include or imply harassment in any fom.

If, however, harassment or suspected harassment has or is taking place, the following will apply:

A.

An employee should report harassment or suspected harassment to his or her supervisor or the Personnel Assistant.

If the harassment involves the supervisor, however, the employee should report it to the next level of management or the Personnel Assistant. The EEO Section of the Corporate Personnel Department may be contacted by the employee.

B.

Any supervisor who receives a report of or has knowledge of harassr.ent shall inform higher management or Personnel Assistant who will determine whether further investigation is warranted.

C.

Each complaint shall be fully investigated and a determination of the facts will be made on a case by case basis.

III.

DISCIPLINARY ACTION:

A.

Duke Power Company will not tolerate harassment or any form of retaliation against an employee who has either instigated or cooperated in an investigation of alleged harassment.

B.

Disciplinary action will be taken according to Corporate and departmental disciplinary procedures.

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