Harassment Policy
Cassano’s is committed to providing a workplace free from harassment. This is not a formality — it is a legal requirement under Ohio and federal law, and a basic condition of working here.
What Is Harassment?
Harassment is any unwelcome conduct based on a protected characteristic that creates a hostile, intimidating, or offensive work environment, or that affects someone’s employment.
Protected characteristics include:
- Sex / gender
- Race, color, or national origin
- Religion
- Age (40 and older)
- Disability
- Any other characteristic protected under Ohio or federal law
Types of Harassment
Sexual Harassment
Unwelcome sexual advances, requests for sexual favors, or verbal or physical conduct of a sexual nature. This includes:
- Unwanted touching or physical contact
- Sexual jokes, comments, or innuendo
- Displaying or sharing sexually explicit images or messages
- Offering or implying job benefits or threats in exchange for sexual favors (quid pro quo)
Hostile Work Environment
A pattern of conduct — by one person or multiple people — severe or pervasive enough to make a reasonable person feel the workplace is hostile or abusive. Single incidents can qualify if severe enough.
Examples of Prohibited Behavior
- Racial slurs or derogatory comments about someone’s background
- Mocking someone’s accent, religion, or disability
- Repeated unwanted comments about someone’s appearance
- Threatening or intimidating behavior
- Exclusion or retaliation against someone who reported a concern
What to Do If You Experience or Witness Harassment
- Tell the person to stop — if you feel safe doing so
- Report it to your manager — immediately if it involves a coworker; directly to the district manager or owner if it involves your manager
- Document it — write down what happened, when, where, and who witnessed it
- Know that reports are confidential — Cassano’s will investigate and will not disclose your name beyond what is necessary
Retaliation against anyone who reports harassment in good faith, participates in an investigation, or objects to harassing conduct is strictly prohibited. Retaliation is itself grounds for immediate termination.
Manager Responsibilities
Managers have an additional obligation. If a manager observes or receives a report of harassment, they are required to:
- Take it seriously regardless of their personal opinion of the complaint
- Report it up the chain immediately
- Take no action that could be construed as retaliatory
- Not attempt to investigate it themselves — that is for the owner or district manager
The Bottom Line
Every employee is entitled to come to work without being subjected to harassment. If you see it, hear it, or experience it — say something. Silence does not protect anyone.