Sexual Harassment Prevention Policy
Repeat Business Systems, Inc. is committed to maintaining a workplace free from sexual harassment. Sexual harassment is a form of workplace discrimination. All employees are required to work in a manner that prevents sexual harassment in the workplace. This Policy is one component of Repeat Business Systems, Inc. commitment to a discrimination-free work environment. All employees, managers, supervisors, and leadership of Repeat Business Systems, Inc. are required by New York State Law to participate in an annual NYS Sexual Harassment Prevention Training program.
Sexual harassment is against the law . All employees have a legal right to a workplace free from sexual harassment, and employees are urged to report sexual harassment by filing a complaint internally with Repeat Business Systems, Inc. Employees can also file a complaint with a government agency or in court under federal, state or local antidiscrimination laws.
- Repeat Business Systems, Inc. Policy applies to all employees, applicants for employment, interns, whether paid or unpaid, contractors and persons conducting business regardless of immigration status, with Repeat Business Systems, Inc. In the remainder of this document, the term “employees” refers to this collective group.
- Sexual harassment will not be tolerated. Any employee or individual covered by this policy who engages in sexual harassment or retaliation will be subject to remedial and/or disciplinary action, (e.g., counseling, suspension, termination).
- Retaliation Prohibition: No person covered by this Policy shall be subject to adverse action because the employee reports an incident of sexual harassment, provides information, or otherwise assists in any investigation of a sexual harassment complaint. Repeat Business Systems, Inc. will not tolerate such retaliation against anyone who, in good faith reports or provides information about suspected sexual harassment. Any employee of Repeat Business Systems, Inc. who retaliates against anyone involved in a sexual harassment investigation will be subjected to disciplinary action, up to and including termination. All employees, paid or unpaid interns, or non-employees  working in the workplace who believe they have been subject to such retaliation should inform a supervisor, manager, or the Repeat Business Systems, Inc Controller. All employees, paid or unpaid interns or non-employees who believe they have been a target of such retaliation may also seek relief in other available forums, as explained below in the section on Legal Protections.
- Sexual harassment is offensive, is a violation of our policies, is unlawful, and may subject Repeat Business Systems, Inc. to liability for harm to targets of sexual harassment. Harassers may also be individually subject to liability. Employees of every level who engage in sexual harassment, including managers and supervisors who engage in sexual harassment or who allow such behavior to continue, will be penalized for such misconduct.
- Repeat Business Systems, Inc. will conduct a prompt and thorough investigation that ensures due process for all parties, whenever management receives a complaint about sexual harassment, or otherwise knows of possible sexual harassment occurring. Repeat Business Systems, Inc. will keep the investigation confidential to the extent possible. Effective corrective action will be taken whenever sexual harassment is found to have occurred. All employees, including managers and supervisors, are required to cooperate with any internal investigation of sexual harassment.
- All employees are encouraged to report any harassment or behaviors that violate this policy. Repeat Business Systems, Inc. will provide all employees a complaint form for employees to report harassment and file complaints. Reports must be made within 48 business hours (excluding weekends).
- Managers and supervisors are required to report any complaint that they receive, or any harassment that they observe or become aware of to the Repeat Business Systems, Inc. Controller and Dawn Abbuhl, President of Repeat Business Systems, Inc.
- This policy applies to all employees, paid or unpaid interns, and non-employees and all must follow and uphold this policy. This policy must be provided to all employees and should be posted prominently in all work locations to the extent practicable (for example, in a main office, not an offsite work location) and be provided to employees upon hiring.
 While this policy specifically addresses sexual harassment, harassment because of and discrimination against persons of all protected classes is prohibited. In New York State, such classes include age, race, creed, color, national origin, sexual orientation, military status, sex, disability, marital status, domestic violence victim status, gender identity and criminal history.
 A non-employee is someone who is (or is employed by) a contractor, subcontractor, vendor, consultant, or anyone providing services in the workplace. Protected non-employees include persons commonly referred to as independent contractors, “gig” workers and temporary workers. Also included are persons providing equipment repair, cleaning services or any other services provided pursuant to a contract with the employer.