Employee Fact Sheet - Tobacco Awareness

 Tobacco Awareness

Reasons to quit smoking

https://drive.google.com/file/d/1377zv1NueGaqIo6gvDp9wRDvfSXz4vAP/view?usp=sharing

GoodRx

 

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M&M’S Fruit Chews would eventually become what popular candy? 

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Anti-Harassment Policy

Did you know INI has a zero-tolerance for any type of unlawful harassment or discrimination?

 

Policy against Harassing Conduct - INI strives to maintain a workplace that fosters mutual employee respect and promotes harmonious, productive working relationships.  INI believes that harassment in any form constitutes misconduct that undermines the integrity of the employment relationship. 

INI has adopted a zero-tolerance policy as to any type of unlawful harassment or discrimination. We strive to provide a professional work environment free from physical, psychological, and verbal abuse. Harassment and discrimination are grounds for disciplinary action, up to and including termination of employment. This policy is intended to ensure that INI takes all necessary steps to prevent unlawful harassment in the workplace and to correct harassing conduct, should it occur, before it becomes severe or pervasive.

Therefore, INI is committed to a work environment that is free of sexual harassment (which includes harassment based on gender, sex, gender identity, sexual orientation, pregnancy, childbirth, or related medical conditions), as well as harassment based on such factors as race; color; religion; national origin; citizenship; age (over 40); past, present, or future military service; disability; genetic information; marital status; family responsibility; status as a volunteer emergency responder; status as a victim of domestic violence, sexual offense, or stalking; or any other categories protected by federal, state, or local law.

The prohibition against harassment applies equally to all persons in the workplace, including supervisors, co-workers, and non-employees.

Duty to Report Harassing Conduct - INI understands that victims of harassment may be embarrassed and reluctant to report acts of harassment for any number of reasons, such as fear of being blamed, concern about retaliation, or because it is difficult to discuss such matters openly with others.  However, INI has a duty to protect all employees from harassing conduct in the workplace, and therefore requires employees to report any incident of harassment immediately.  Prompt reporting of inappropriate conduct enables INI to take the corrective action necessary to stop the behavior before it becomes severe or pervasive.

Any employee who observes, or believes he or she has observed, any harassing conduct in the workplace—whether or not the witness is the target of the harassing conduct—must report that conduct immediately. Any complaints should be immediately emailed to inicorporate@iniusa.org  or telephoned to Corporate Services’ vice president Wanda Ford-Waring at (302) 741-8206.

Failure to report workplace harassment, by the target of the harassment or a witness, is considered a serious breach of policy.

Investigation of a Report of Harassment - Every reported complaint of harassment will be investigated thoroughly and promptly.  Typically, the investigation will include the following steps: (1) an interview of the employee who lodged the harassment complaint to obtain complete details regarding the alleged harassment; (2) interviews of anyone who is alleged to have engaged in harassing conduct; and (3) interviews of any employees who may have witnessed or who may have knowledge of the alleged harassment.  Whenever possible, we prefer to conduct investigations in writing via confidential email to ensure complete and thoughtful responses and information.  However, telephone or face to face interviews may occur depending on the circumstances. 

The investigating official will notify the complainant of the results of the investigation.  The investigation will be handled in as confidential a manner as possible consistent with a full, fair, and proper investigation.

Corrective action will be taken if the results of the investigation indicate that wrongful conduct has occurred.  Corrective action may include, for example:  training, referral to counseling, or disciplinary action ranging from a verbal or written warning to termination of employment, depending on the circumstances.

INI prohibits retaliation of any kind against an employee who, in good faith, reports harassment or discrimination or who assists in the investigation of such a complaint.  If an employee feels that he or she has been subjected to any form of retaliation, the employee must report that conduct to inicorporate@iniusa.org without delay.

Definition of “Harassing Conduct” – For the purposes of this policy, harassing conduct is defined as any unwelcome verbal, physical, or visual conduct that is based on any characteristic protected by law when:

1.     the behavior can reasonably be considered to adversely affect the work environment;

2.     an employment decision affecting the employee is based upon the employee’s acceptance or rejection of such conduct; or

3.     it has the purpose or effect of interfering with an employee’s work performance or creates an intimidating, hostile, or offensive work environment.

Harassing conduct can take many forms and includes, but is not limited to: slurs; jokes; statements; gestures; impeding or blocking another’s movement or otherwise physically interfering with normal work; or pictures, drawings, or cartoons based upon any characteristic protected by law.

Sexually harassing conduct, in particular, includes all of these prohibited actions, as well as other unwelcome conduct, such as: unwelcome sexual flirtations, advances, or propositions; verbal abuse of a sexual nature; subtle pressure or requests for sexual activities; unnecessary touching of an individual; graphic comments about an individual’s body; a display in the workplace of sexually suggestive objects or pictures; sexually explicit or offensive jokes; or physical assault.  Sexually harassing conduct can be by a person of either the same or opposite sex.

What sport was featured on the first curved U.S. coin in 2014? 

 

November Anniversaries

 

11/2	4	YRS	Norman, Lisa Ann	AZ Publications Advertising
11/4	48	YRS	Daisey, James Edward	De Printing Press
11/5	6	YRS	Wills, Nancy Ann	Okeechobee News/Editorial
11/5	45	YRS	Jacobs, Michael Lee	Valley Printing Administration
11/6	8	YRS	Riggan, Lori Ann	Valley Printing Shipping & Bindin
11/7	5	YRS	Delaney, Lorelei	AZ Publications Advertising
11/8	3	YRS	Luke, Debra Diann	Corp. Accounts Receivable
11/13	11	YRS	Kilpatrick, Norma	AZ Publications Circulation
11/15	5	YRS	Plazola, Samuel	Valley Printing Press
11/15	8	YRS	Millner, Nicole Carter	Corp. Acctng/payables/payroll
11/16	10	YRS	Lopez-Beltran, Jose	Valley Printing Press
11/19	1	YR	Pozos, Moses Noah	De Printing Press
11/21	46	YRS	Devlin, Deborah	De State News Advertising
11/22	4	YRS	Webb, Terry D	Valley Printing Press
11/24	1	YR	Rothstein, Benjamin	De State News/editorial
11/26	12	YRS	Dias, Frank C	AZ Publications Advertising
11/27	1	YR	Gavagan, Michelle	AZ Publications Advertising
11/27	7	YRS	Luff, Sherry M	De State News Circulation