Code of Conduct and Anti-Harassment Policy

We believe that anyone participating in Tech Fleet online community should feel respected, empowered, included, safe, and be free from harassment.
Updated 10/15/2023
If you are being harassed, or witness someone else being harassed or otherwise uncomfortable, or if you think anyone is in violation of Tech Fleet's Code of Conduct for ANY other reason, the community needs your help. Please report a Code of Conduct concern. We protect and support whomever reports. Read through all Policies and ensure you always abide by them, and help report violations.

Tech Fleet's Code of Conduct and Anti-Harassment Policy

Tech Fleet is committed to providing a safe environment for all its community contributors and employees free from discrimination on any ground and from harassment at work including sexual harassment. Tech Fleet will operate a zero tolerance policy for any form of harassment, treat all incidents seriously and promptly investigate all allegations of harassment. Any person found to have harassed another will face disciplinary action, up to and including dismissal from the organization’s services, activities, events, employment, or otherwise involvement. All complaints of harassment and sexual harassment will be taken seriously and treated with respect and in confidence. No one will be victimized for making such a complaint.
Tech Fleet is dedicated to creating an inclusive environment for everyone, regardless of race, ethnicity, religion, color, national origin, veteran status, age, disability (physical or mental), sexual orientation, gender identity, parental status, marital status, and political affiliation as well as gender expression, mental illness, socioeconomic status or background, neuro(a)typicality, or physical appearance. We’re united by Tech Fleet’s values, and we celebrate our unique differences.
We also recognize that Tech Fleet’s workplace culture exists within societal systems that have tolerated and perpetuated inequities, oppression, and exclusion of human dignities, access and respect. It is our responsibility to steward change that upends historical norms. We are successful in our mission only when we are successful in creating a workplace in which everyone feels respected, empowered, included, safe, and free from harassment.
Our community members are at the forefront in helping us promote and sustain an inclusive workplace. See DEI in Action for more.
The objective of this Policy is to articulate expected behavior and accountability, reinforcing respect for each other. We’re committed to enforcing and evolving this code over time. This Code of Conduct applies to interactions in our shared professional lives, including daily workspace encounters, shared online spaces, social media, or events where we represent Tech Fleet.

Code of Conduct

All Tech Fleet community members are expected to adhere to the following conduct standards:
  1. 1.
    Treat others with dignity and respect at all times.
  2. 2.
    Foster teamwork and participation. Seek out and encourage participation and insights from members with different experiences, perspectives and backgrounds.
  3. 3.
    Support flexible work arrangements for co-workers with different needs, abilities and/or obligations. Be respectful of time zones. Embrace habits that are inclusive and productive for team members wherever they are, using asynchronous communication tools and pay attention to time zones when scheduling meetings.
  4. 4.
    Be generous in both giving and accepting feedback. Good feedback is kind, respectful, clear, and constructive and focused on goals and values.
  5. 5.
    Be open-minded and listen when given constructive feedback regarding others’ perception of your conduct. Understand and act upon the fact that what may be acceptable to one person may not be to another.
  6. 6.
    Commit to self-improvement. If you’re approached as having acted in a way that has offended another, listen with an open mind and do better.
  7. 7.
    Avoid behavior or language that is or may be perceived to be offensive and exclusionary or that may offend, intimidate, degrade, insult or humiliate others. This includes jokes, banter, ridicule or taunts as well incivility, bullying and physical aggression, microaggressions, foul or suggestive language, sexual images, innuendo or actions, slang or derogatory language, or inappropriate personal remarks.
  8. 8.
    Address and report inappropriate behavior and language that are in breach of this Code of Conduct.

Violations

Tech Fleet takes all necessary steps to investigate and remediate all workplace conduct reports and ensure support for, protection from retaliation and (when requested) anonymity of reporting individuals. When necessary, our response includes an administrative investigation to gather facts and details, assess breach or misconduct, and determine action.
Any individuals found to be in breach of this code will face corrective or disciplinary action including suspension or dismissal.

Sanctions and Disciplinary Measures

Anyone who has been found to have sexually harassed another person under the terms of this policy is liable to any of the following sanctions:
  • verbal or written warning
  • adverse performance evaluation
  • reduction in wages
  • transfer
  • demotion
  • suspension
  • dismissal
The nature of the sanctions will depend on the gravity and extent of the harassment. Suitable deterrent sanctions will be applied to ensure that incidents of sexual harassment are not treated as trivial. Certain serious cases, including physical violence, will result in the immediate dismissal of the harasser.

Definition of Harassment

Examples of Harassment:

Anything that a victim perceives as harassment, including but not limited to:
  • offensive verbal or written comments related to gender, gender identity and expression, sexual orientation, disability, physical appearance, body size, race, religion, or otherwise deemed offensive by any person.
  • sexual images
  • violent, insensitive, or otherwise offensive images
  • deliberate intimidation
  • posting fake links
  • spreading false information
  • stalking
  • sexual harassment
  • following
  • harassing photography or recording
  • sustained disruption of talks or other events
  • inappropriate physical contact
  • unwelcome sexual attention
  • unwarranted exclusion
  • patronizing language or action
  • OR anything else that a victim perceives as harassment

Definition of Sexual Harassment

Sexual harassment is unwelcome conduct of a sexual nature which makes a person feel offended, humiliated and/or intimidated. It includes situations where a person is asked to engage in sexual activity as a condition of that person’s employment, as well as situations which create an environment which is hostile, intimidating or humiliating for the recipient. Sexual harassment can involve one or more incidents and actions constituting harassment may be physical, verbal and non-verbal.
Anyone can be a victim of sexual harassment, regardless of their sex and of the sex of the harasser. Tech Fleet Inc. recognizes that sexual harassment may also occur between people of the same sex. What matters is that the sexual conduct is unwanted and unwelcome by the person against whom the conduct is directed.
Tech Fleet recognizes that sexual harassment is a manifestation of power relationships and often occurs within unequal relationships in the workplace, for example between manager or supervisor and employee.
Anyone, including employees of Tech Fleet, clients, customers, casual workers, contractors or visitors who sexually harass another will be reprimanded in accordance with this internal policy.
All harassment is prohibited whether it takes place within Tech Fleet premises or outside, including at social events, business trips, training sessions or conferences sponsored by Tech Fleet.

Examples of Sexual Harassment:

Anything that a victim perceives as sexual harassment, including but not limited to:

Physical conduct

  • Unwelcome physical contact including patting, pinching, stroking, kissing, hugging, fondling, or inappropriate touching
  • Physical violence, including sexual assault
  • Physical contact, e.g. touching, pinching
  • The use of job-related threats or rewards to solicit sexual favors

Verbal or written conduct

  • Comments on a worker’s appearance, age, private life, etc.
  • Sexual comments, stories and jokes
  • Comments that are perceived as too personal or not work appropriate
  • Sexual advances
  • Repeated and unwanted social invitations for dates or physical intimacy
  • Insults based on the sex of the worker
  • Condescending or paternalistic remarks
  • Sending sexually explicit messages (by phone or by email)

Non-verbal conduct

  • Display of sexually explicit or suggestive material
  • Sexually-suggestive gestures
  • Whistling
  • Leering

How to Report

Complaints Procedures

Anyone who is subject to sexual harassment should, if possible, inform the alleged harasser that the conduct is unwanted and unwelcome. Tech Fleet recognizes that sexual harassment may occur in unequal relationships (i.e. between a supervisor and his/her employee) and that it may not be possible for the victim to inform the alleged harasser.
If a victim cannot directly approach an alleged harasser, he/she can approach one of the designated staff members responsible for receiving complaints of harassment or code of conduct violation. This person could be another supervisor, a member of the human resources department, etc.
If you experience or witnesses what you perceive as harassment or misconduct based on this code, please help us to support you and remedy the situation by addressing or reporting the incident via one or more of the following options:
  1. 1.
    If you are safe and comfortable doing so, use our code of conduct guidance to address the person and incident in question. Keep in mind that what may be acceptable to one person may not be to another, and remember, good feedback is kind, respectful, clear, and constructive, and focused on goals and values.
  2. 2.
    Send an email to [email protected] with as much detail as you are able to share, including the choice to remain anonymous. We encourage reports of situations even if you’re not certain the code of conduct has been breached. When we find trends or repeated small incidents, we can take proactive steps with those involved as well as make updates to our practices and policies.
  3. 3.
    Engage a supervisor or trusted organization leader (Morgan Denner or Evan Antoine) to share details of the incidence and request guidance and support. This engagement may prompt the entrusted person to address the issue directly. They will also file a digital report for tracking purposes and, as needed, to prompt an administrative investigation and response.
We are all accountable in creating an inclusive workplace culture that celebrates and thrives on diversity. Thank you for being stewards of this code and helping us make ongoing improvement.

Submission Template

Here is an email template you can use:
  • Subject: Safe Space Alert
  • Body: I am writing because of a code of conduct concern related to Tech Fleet: (NAME, PLACE, DATES OF EVENTS, DETAILS YOU'D LIKE TO SHARE). You can reach me at (CONTACT INFO). Thank you.

Informal Complaints Mechanism

If someone wishes to deal with the matter informally, the designated person will:
  • give an opportunity to the alleged harasser to respond to the complaint
  • ensure that the alleged harasser understands the complaints mechanism
  • facilitate discussion between both parties to achieve an informal resolution which is acceptable to the complainant, or refer the matter to a designated mediator within the organization to resolve the matter
  • ensure that a confidential record is kept of what happens
  • follow up after the outcome of the complaints mechanism to ensure that the behavior has stopped
  • ensure that the above is done speedily and within 5 days of the complaint being made

Formal Complaints Mechanism

If someone wants to make a formal complaint or if the informal complaint mechanism has not led to a satisfactory outcome for the victim, the formal complaint mechanism should be used to resolve the matter.
The designated person who initially received the complaint will refer the matter to a senior human resources manager to instigate a formal investigation. The senior human resources manager may deal with the matter him/herself, refer the matter to an internal or external investigator or refer it to a committee of three others in accordance with this policy.
The person carrying out the investigation will:
  • interview the victim and the alleged harasser separately
  • interview other relevant third parties separately
  • decide whether or not the incident(s) of sexual harassment took place
  • produce a report detailing the investigations, findings and any recommendations
  • if the harassment took place, decide what the appropriate remedy for the victim is, in consultation with the victim (i.e.- an apology, a change to working arrangements, a promotion if the victim was demoted as a result of the harassment, training for the harasser, discipline, suspension, dismissal)
  • follow up to ensure that the recommendations are implemented, that the behavior has stopped and that the victim is satisfied with the outcome
  • if it cannot determine that the harassment took place, he/she may still make recommendations to ensure proper functioning of the workplace
  • keep a record of all actions taken
  • ensure that the all records concerning the matter are kept confidential
  • ensure that the process is done as quickly as possible and in any event within […] days of the complaint being made

Outside Complaints Mechanisms

A person who has been subject to sexual harassment can also make a complaint outside of the organization. They can do so through:
Delaware Department of Labor Office of Anti-Discrimination 302-761-8200 Or fill out this intake form: https://labor.delaware.gov/divisions/industrial-affairs/discrimination/discrimination-questionnaires/

Tech Fleet Receiving Complaints

When a designated person receives a complaint of harassment or code of conduct violation, he/she will:
  • immediately record the dates, times and facts of the incident(s)
  • ascertain the views of the victim as to what outcome he/she wants
  • ensure that the victim understands the organization’s procedures for dealing with the complaint
  • discuss and agree the next steps: either informal or formal complaint, on the understanding that choosing to resolve the matter informally does not preclude the victim from pursuing a formal complaint if he/she is not satisfied with the outcome
  • keep a confidential record of all discussions
  • respect the choice of the victim
  • ensure that the victim knows that they can lodge the complaint outside of the organization through the relevant country/legal framework
Throughout the complaints procedure, a victim is entitled to be helped by a counselor within the organization. Tech Fleet will nominate a number of counselors and provide them with special training to enable them to assist victims of sexual harassment. Tech Fleet recognizes that because sexual harassment often occurs in unequal relationships within the workplace, victims often feel that they cannot come forward. Tech Fleet understands the need to support victims in making complaints.

Resources for Investigators

Those who are investigating will follow industry best practices including these resources:

Implementation of this Policy

Tech Fleet will ensure that this policy is widely disseminated to all relevant persons. It will be included in the bylaws. All new employees must be trained on the content of this policy as part of their induction into the organization.
Every year, Tech Fleet will require all employees to attend a refresher training course on the content of this policy.
It is the responsibility of every manager to ensure that all his/her employees are aware of the policy.

Monitoring and Evaluation

Tech Fleet recognizes the importance of monitoring this sexual harassment policy and will ensure that it anonymously collects statistics and data through surveys and others methods as to how it is used and whether or not it is effective.
Supervisors, managers and those responsible for dealing with sexual harassment cases will report on compliance with this policy, including the number of incidents, how they were dealt with, and any recommendations made. This will be done on a yearly basis. As a result of this report, the organization will evaluate the effectiveness of this policy and make any changes needed.