Nondiscrimination & Anti-Retaliation Policy


Weastec is committed to a work environment in which all individuals are treated with respect and dignity.  Each individual has the right to work in a professional atmosphere that promotes equal employment opportunities and prohibits unlawful discriminatory practices, including harassment. 

This policy was developed to ensure that all associates can work in an environment free from unlawful harassment, discrimination and retaliation. Weastec will make every reasonable effort to ensure that all concerned are familiar with these policies and are aware that any complaint in violation of such policies will be investigated and resolved appropriately.

Associates have the right to communicate problems, suggestions or issues to any manager. All complaints will be kept confidential and investigation will be as least disruptive as possible. In cases of lawsuits or complaints filed in an authority or legal entity, associates won’t be victims of retaliation.

Equal Employment Opportunity

It is the policy of Weastec to ensure equal employment opportunity without discrimination or harassment on the basis of race, color, religion, sex, sexual orientation, gender identity or expression, age, disability, marital status, citizenship, national origin, genetic information, or any other characteristic protected by law. Weastec prohibits any such discrimination or harassment.


Our Anti-Retaliation company policy describes our provisions towards associates who file reports for harmful, discriminatory or unethical behaviors. Whether accusations are true or false, our company wants to prevent victimization and other retaliatory behavior towards the associate. We believe it’s important that associates aren’t afraid to speak up about any issues. It’s to our company’s benefit to resolve them as soon as possible. 

It’s important to note that this policy refers to circumstances when an associate’s report is true as well as circumstances when the report is baseless. We don’t consider the report’s validity when it comes to no retaliation principles, as required by law. 


Retaliation is in general defined as any kind of negative action against a current or former associate that takes the form of punishment, and creates a hostile, threatening or uncomfortable environment as a result of their reported complaint.

Policy Elements

Actions that often bring about retaliation include but are not limited to:

  • Complaints for workplace harassment or discrimination 
  • Complaints for company actions that harm the environment or society
  • Reporting of unsafe work conditions or actions
  • Participation in a pending investigation of misconduct or violations

At any case, we’ll follow our harassment-free workplace principles. Associates who report misconduct or suspected violation must be protected from retaliation. We don’t want to silence complaints, but we encourage open communication.

Reporting an Incident of Retaliation

Weastec encourages reporting of all perceived incidents of discrimination, harassment or retaliation, regardless of the offender’s identity or position. Associates who believe that they have been the victim of such conduct should discuss their concerns with their immediate supervisor, human resources or their manager. See the complaint procedure described below.

In addition, Weastec encourages individuals who believe they are being subject to such conduct to promptly advise the offender that his or her behavior is unwelcome and to request that it be discontinued. Often this action alone will resolve the problem. Weastec recognizes, however, that an individual may prefer to contact management or human resources.

Complaint Procedure

Associates who believe they have been the victims of conduct prohibited by this policy or believe they have witnessed such conduct should discuss their concerns with their immediate supervisor, human resources, or a department manager. Associates may file complaints internally to a manager or the Human Resources Department. You may also communicate any issues through the company web site, phone call or written message dropped off in the suggestion box.

Weastec encourages the prompt reporting of complaints or concerns so that rapid and constructive action can be taken before relationships become irreparably strained. Therefore, while no fixed reporting period has been established, early reporting and intervention have proven to be the most effective method of resolving actual or perceived incidents of harassment.

Any reported allegations of harassment, discrimination or retaliation will be investigated promptly. The investigation may include individual interviews with the parties involved and, where necessary, with individuals who may have observed the alleged conduct or may have other relevant knowledge.

Weastec will maintain confidentiality throughout the investigatory process to the extent consistent with adequate investigation and appropriate corrective action.

Retaliation against an individual for reporting harassment or discrimination or for participating in an investigation of a claim of harassment or discrimination is a serious violation of this policy and, like harassment or discrimination itself, will be subject to disciplinary action. Acts of retaliation should be reported immediately and will be promptly investigated and addressed.

Misconduct constituting harassment, discrimination or retaliation will be dealt with appropriately. Responsive action may include, for example, training, referral to counseling or disciplinary action such as a warning, reprimand, reassignment, temporary suspension without pay, or termination, as Weastec believes appropriate under the circumstances.

If a party to a complaint does not agree with its resolution, that party may appeal to Weastec’s Associate Appeal Panel.  

False and malicious complaints of harassment, discrimination or retaliation (as opposed to complaints that, even if erroneous, are made in good faith) may be the subject of appropriate disciplinary action.