One of our greatest strengths is the diversity of our employees. We are committed to providing an equal opportunity work environment where employees are evaluated on the basis of their qualifications and skills. We hire, retain, compensate and promote our employees without regard to their race, color, religion, sex, national origin, age, physical or mental disability, family status, sexual orientation, veteran’s status or any other characteristic that is protected by U.S. or local laws and regulations. This includes providing reasonable accommodation for employees with disabilities or religious beliefs and practices, or on any other basis as required by local laws and regulations.
Discrimination and Harassment
We are committed to fostering a workplace where employees are treated with dignity, fairness and respect. Every employee, at every level of the company, has the right to work in an atmosphere that is free of discriminatory practices and harassment.
Harassment can exist at any level of the company, between co-workers, supervisors, employees, customers, contractors or suppliers. No matter where it exists or who it involves, harassment is strictly prohibited and violations will result in disciplinary action up to and including termination of employment.
Harassment includes verbal, nonverbal, visual or physical conduct that targets an individual’s race, color, religion, sex, national origin, age, physical or mental disability, family status, veteran’s status, sexual orientation or any other characteristic that is protected by U.S. or local laws and regulations. Harassment may also target a person who is speaking out against illegal discrimination or participating in proceedings under anti-discrimination laws.
Harassing behavior includes racial or ethnic slurs and other offensive comments as well as teasing, ridicule or jokes targeted at individuals or groups. Harassment also includes assault and intimidation. Assault may be verbal, such as yelling, screaming or name calling, or physical, such as pushing or even tossing someone materials that are too heavy to catch. Intimidation can range from threatening body language to threatening letters.
Sexual harassment is unwelcome conduct that includes sexual advances (whether or not they involve physical touching), sexually-oriented or suggestive comments or jokes, “sex talk,” (including comments about a person’s body, sexual activities, experiences, deficiencies or preferences) physical horseplay or practical jokes of a sexual nature, sexual gestures and threats or promises of preferential treatment that is intended to make a person submit to or tolerate sexual behavior.
To Learn More: Refer to Olin’s Corporate Policy 2.4 - Anti-Harassment.
How to Report Harassment
If you observe any form of harassment, you should report it to your supervisor or the Human Resources Department. You may also report this situation to Olin’s Help-Line.
Supervisors have a special responsibility to report incidents or complaints of harassment immediately to the Human Resources Department. This reporting responsibility exists if the supervisor witnessed or just heard a rumor about the harassing behavior and even if all of the circumstances are unclear and the facts cannot be immediately confirmed. Retaliation against anyone making a complaint of harassment is strictly prohibited.
Q: I am a female employee. My male co-worker makes repeated comments about my personal appearance that make me very uncomfortable. I’ve asked him to stop but he won’t. What should I do?
A:You should report your co-worker’s behavior to your supervisor or to the Human Resources Department. If you are uncomfortable with these resources, contact Olin’s confidential, 24-hour Help-Line.
Q: A colleague of mine is upset and tells me that a co-worker is constantly telling off-color jokes. She is afraid to speak up. What should she do?
A:Sexually oriented, suggestive or obscene comments, whether written or spoken, may be considered sexual harassment. Your colleague should tell her co-worker that these jokes are offensive to her and ask the co-worker to stop or she will report the behavior. If your co-worker does not take action, then you should report what your colleague has told you…even if you don't have all of the facts or haven't observed the harassment yourself. It is critical for the company to take steps to stop offensive or improper behavior immediately.
Q:I think my supervisor didn't promote me because of my age. What should I do?
A:If you believe that you or another employee are discriminated against for age or any other reason that is protected by law, you should discuss it immediately with a higher level of management or the Human Resources Department.
Q:My supervisor has a policy on sick leave, personal days and maternity leave that is more restrictive than other departments at my location. What should I do?
A:If you feel comfortable, you should speak to your supervisor about the problem. If you aren't comfortable talking to your supervisor or if your supervisor does not give you a satisfactory answer, you should contact your Human Resources Department or the other resources listed in this booklet.
Q:My boss talks frequently about her religious beliefs. This makes me uncomfortable because I think religion is a personal issue. What can I do to stop this without damaging my relationship with her?
A:Discussions of religion are highly personal. Talk to your boss and tell her how you feel. If your boss continues to discuss the subject with you against your wishes, report the behavior to your department head, the Human Resources Department, or any of the other resources listed in this booklet.
Q: Sometimes my manager favors certain employees with overtime and good job assignments. I think I am being discriminated against. What should I do?
A: You need to discuss this with your manager. Tell your manager that you feel you are not being treated fairly in terms of job assignments and overtime. Give him or her specific examples. If your manager is unresponsive or if you have any fear of retaliation, contact your Human Resources Department or Olin’s Help-Line.
Q: One of my co-workers has a screen saver on her computer that shows pictures of men in revealing clothing. I told her that it offends me and asked her to remove the screen saver. She says because it is in her office and not in a common area that it’s okay? Is she right?
A: No. If the screen saver is offensive and you have asked her to remove it, you should report her refusal to your Human Resources Department or Olin’s 24-hour Help-Line.
Q: A co-worker in my department often makes "jokes" about certain ethnic groups. I find these "jokes" insulting and demeaning but I am afraid to confront him. What should I do?
A:Jokes or slurs directed against certain groups of people because of the color of their skin, their country of birth or even their accent are not acceptable in our workplace. Tell your co-worker that you find these jokes offensive. If the jokes don’t stop, you should report the incidents to your supervisor, your Human Resources Department or Olin’s Help-Line.
Alcohol and Drug Abuse
Alcohol and drug abuse can endanger the health, safety, and security of our employees and our customers, adversely affect the quality and effectiveness of our company operations, and potentially harm fellow employees, the communities we live in, and our company reputation. The use, possession, sale, purchase, distribution, manufacture or transfer of alcohol, illegal drugs, or unauthorized drugs is prohibited on Olin’s premises or worksites. No Olin employee or employee of a contractor may report to work or perform any job duties while under the influence of or impaired by alcohol or drugs.
We encourage employees who may have an alcohol or drug problem to seek assistance through a local Employee Assistance Program (EAP). Participation in a company-sponsored EAP is optional unless an employee receives a mandatory referral to the EAP for reasons of alcohol or drug abuse. Employees who receive a mandatory referral must comply with the program designed by the EAP. Refusal to comply will be grounds for discipline up to and including termination of employment.
Olin’s Employee Assistance Program
Olin’s Employee Assistance Program offers prepaid, confidential counseling services to any employee or family member of an employee who needs help with personal problems including drug and alcohol problems. Employees who seek help from the EAP on a voluntary basis are not required to notify their supervisor or the company. For the phone number of your local EAP, contact your Medical Department or your Human Resources manager.
Q: I think my boss has a drinking problem that is affecting the morale in my department. What can I do? I really want to help.
A:You should report your suspicion to your Human Resources manager or to any of the other resources listed in this booklet. By reporting your suspicions now, you will help to keep our work environment safe for yourself and other employees. You may also help your boss come to terms with a serious problem that could ultimately make him/her unemployable.
Q: Can the company require me to take a drug or alcohol test while I’m on the job?
A: Olin’s policy on drug testing varies by location. If tests are permitted by law or union contract, you may be required to submit to testing. Check your local policy for specifics.
Q: I suspect that my co-worker is abusing prescription drugs. Since this is not an illegal substance, should I tell someone?
A: Abuse of legally prescribed drugs can be as dangerous as abuse of illegal substances. You should talk to your co-worker about our company’s Employee Assistance Program if you are comfortable doing so. Otherwise, you should share your concerns with your supervisor, your Human Resources manager or Olin’s 24-hour Help-Line.
Workplace Violence
We are committed to the protection of our employees and property. Threats, intimidation and violence in our workplace will not be tolerated. You may not possess firearms, other weapons, explosive devices or dangerous materials in the workplace unless you have prior authorization.
Privacy and Confidentiality
We respect the privacy of our employees and will protect personal and confidential information that we are required to obtain for operating or legal purposes. Access to personal employee information such as personnel information and medical records is strictly limited by company policy and government privacy laws and regulations. You may have the right to access your own personnel or medical information but you may not access or use the employee records of others unless authorized to do so.
While we respect employee’s privacy, we reserve the right to inspect our facilities and property, such as computers, telephone records, lockers, e-mails, files, business documents and workplaces. Employees should not expect privacy when using company-provided services or equipment.
Q: My job at Olin requires me to work with personnel information such as social security numbers and birth dates. Can I keep this information on my laptop when I work at home or travel on business?
A: Personal employee information should not be stored locally on portable computers unless absolutely necessary. If the laptop computer is lost or stolen, the data could be compromised by the use of available tools and methods that access secure data. (This is true even when the most sophisticated protection techniques are used to safeguard access to the laptop.)
