PURPOSE: To state the Medical Staffing Solutions commitment to provide a work environment respectful of all persons and free from sexual harassment and to identify the complaint procedure available to employees.

POLICY: Any act of sexual harassment by a member of management, employee, or agent of Medical Staffing Solutions will not be tolerated by Medical Staffing Solutions and will be subject to corrective action, up to and including termination. Any act of sexual harassment directed towards an employee of Medical Staffing Solutions by a non-employee will be resolved on a case-by-case basis.

An employee will not be subject to any form of retaliation or corrective action for pursuing a sexual harassment complaint.

DEFINITION: In accordance with the guidelines of the Equal Employment Opportunity Commission on sexual harassment, and for purposes of this policy, sexual harassment is defined as any sexual advance, request for sexual favors and/or other verbal or physical conduct of a sexual nature when:

1. Such conduct creates an intimidating, hostile or offensive work environment and/or has the purpose or effect of substantially interfering with an individual employee's work performance.

2. Submission to such conduct is made, either explicitly or implicitly, a term or condition of an individual's employment; or

3. Submission to, or rejection of, such conduct by an individual employee is used as the basis for employment decisions affecting that individual employee.

Sexual harassment may include, but is not limited to:

• Threatening, intimidating or suggestive language having sexual overtones;

• Use of offensive or demeaning terms with sexual connotation;

• Deliberate or careless creation of an atmosphere of sexual harassment or intimidation by actions, words, pictures, objects or gestures;

• Uninvited physical closeness or unwanted physical contact such as uninvited touching, hugging, patting, and/or pinching.

Complaint Procedure

• Any employee who believes she/he has been the subject of sexual harassment should report the act or problem immediately to a corporate officer.
• Complaints will be investigated in a timely manner. All employees who may have knowledge of either the incident in question or similar occurrences will be interviewed. The complaint, investigative steps and findings will be documented.

• To the extent possible, confidentiality will be maintained with respect to a complaint, and only those who need to know about a complaint will be advised of its existence.

• If the investigation results in a finding that the complaint is valid, corrective action up to and including termination will be taken.

• An employee who has filed a sexual harassment complaint or has been accused of sexual harassment and is dissatisfied with the resolution of the complaint may file an appeal to the president within 10 working days. The president must provide a response to the employee within 20 working days. The decision of the president is final and binding.