Equal Employment & Harassment Policies
Equal Employment Practices
We are committed to our people – to you – and helping your realize your full potential, based on your talents, abilities, and experience. Our policy is to provide equal employment opportunities to all employees and employment applicants without regard to unlawful considerations of race, religion, creed, color, national origin, sex, sexual orientation, gender identity, age, ancestry, physical or mental disability, medical condition including medical characteristics, marital status or any other consideration made unlawful by applicable laws. This policy prohibits unlawful discrimination based on the perception that anyone has any of these characteristics, or is associated with a person who has or is perceived as having any of those characteristics.
We expect all Cast & Crew Members to support our equal employment opportunity policy, and to take all steps necessary to maintain a workplace free from unlawful discrimination and harassment. If you think that our Equal Employment Opportunity policy is being violated, please let us know immediately so that we can investigate and make sure the appropriate actions are taken. Contact Human Resources with the facts about the incident(s), names of those involved, and the names of any witnesses. It’s very important that you know that no action will be taken against you for reporting any form of harassment or discrimination. If we find out that you have violated our Equal Employment Opportunity policy, the situation will be investigated and you will be subject to disciplinary action, up to and including termination of employment.
Americans with Disabilities Act (ADA)
In compliance with the Americans with Disabilities Act (ADA), the company provides accommodation to the disabled to the full extent required by law. We may require medical certification of both the disability and the need for accommodation. Keep in mind that we can only seek to accommodate the known physical or mental limitations of an otherwise qualified disabled individual. Therefore, it is your responsibility to come forward if you are in need of an accommodation. Please talk with a member of the Human Resources team if you need an accommodation. From there, we’ll engage in an interactive process to identify possible accommodations.
We further recognize that employees with life threatening illnesses, including but not limited to cancer, heart disease and AIDS, may wish to continue engaging in as many of their normal pursuits as their condition allows, including work. As long as these employees are able to meet acceptable performance standards with or without reasonable accommodation, and medical evidence indicates that their working does not present a substantial threat to themselves or others, they will be permitted to do so.
On the other hand, you may not refuse to work because you are afraid of getting a non-contagious disease from a coworker. Likewise, harassing or discriminating against another Crew Member because of an illness is absolutely forbidden. Doing any of these things will make you subject to discipline, up to and including termination.
Lastly, your medical history and information is confidential. Sharing such information should only happen with a manager or supervisor when there is a job-related reason to know about it. Any Crew Member who shares another Crew Member’s medical information without permission or who uses it improperly will be subject to discipline, even termination, as noted above.
Policy Against Unlawful Harassment, Discrimination & Retaliation
The law says that you have the right to a workplace that’s free of unlawful harassment, discrimination, and retaliation. In our company, we expect and want a workplace where associates treat each other with respect.
Creating a world-class organization means having an environment that encourages mutual respect and we insist that all associates treat others with complete dignity and respect. In short, unlawful harassment, discrimination and retaliation in employment is prohibited.
This includes harassment or discrimination because of race, religion, color, sex (including breast feeding, pregnancy, and related medical conditions), gender identity and expression, sexual orientation, national origin, ancestry, citizenship status, uniform service member and veteran status, marital status, age, protected medical condition, genetic information, disability or any other category protected by applicable federal, state, or local law. This policy also specifically prohibits unlawful sexual harassment.
This Policy applies to all Cast & Crew Members, supervisors and managers, as well as to unpaid interns and volunteers. The Queen Mary prohibits managers, supervisors, and Crew Members from harassing or discriminating against co-workers as well as Queen Mary guests, customers, vendors, suppliers, independent contractors, and others doing business with the Queen Mary. Likewise, the Queen Mary prohibits its guests, customers, vendors, suppliers, independent contractors, and others doing business with the Queen Mary from harassing or discriminating against our Cast & Crew Members, managers, and supervisors.
Examples of Prohibited Sexual Harassment
Sexual harassment includes a broad spectrum of conduct including harassment based on sex, gender, gender identity or expression, and sexual orientation. By way of illustration only, and not limitation, some examples of unlawful and unacceptable behavior include:
- unwanted sexual advances;
- offering an employment benefit (such as a raise, promotion or career advancement) in exchange for sexual favors, or threatening an employment detriment (such as termination or demotion) for an employee’s refusal to engage in sexual activity;
- visual conduct, such as leering, making sexual gestures, and displaying or posting sexually suggestive objects or pictures, cartoons or posters;
- verbal sexual advances, propositions, requests or comments;
- sending or posting sexually-related messages, videos or messages via text, instant messaging, or social media;
- verbal abuse of a sexual nature, graphic verbal comments about an individual’s body, sexually degrading words used to describe an individual, and suggestive or obscene letters, notes or invitations;
- physical conduct, such as touching, groping, assault, or blocking movement;
- physical or verbal abuse concerning an individual’s gender, gender identity or gender expression; and
- verbal abuse concerning a person’s characteristics such as pitch of voice, facial hair or the size or shape of a person’s body, including remarks that a male is too feminine or a woman is too masculine.
Other Examples of What Constitutes Prohibited Harassment
In addition to the above listed conduct, the Queen Mary strictly prohibits harassment or discrimination concerning any other protected characteristic. By way of illustration only, and not limitation, such prohibited harassment includes:
- racial or ethnic slurs, epithets, and any other offensive remarks;
- jokes, whether written, verbal, or electronic;
- threats, intimidation, and other menacing behavior;
- inappropriate verbal, graphic, or physical conduct;
- sending or posting harassing messages, videos or messages via text, instant messaging, or social media; and
- other harassing conduct based on one or more of the protected categories identified in this policy.
If you have any questions about what constitutes harassing behavior, ask your supervisor, a member of management or a member of the Human Resources team.
Prohibition Against Retaliation
The Queen Mary is committed to prohibiting retaliation against those who themselves or whose family members report, oppose, or participate in an investigation of alleged unlawful harassment, discrimination, or other wrongdoing in the workplace. By way of example only, participating in such an investigation includes, but is not limited to:
- Filing a complaint with a federal or state enforcement or administrative agency;
- Participating in or cooperating with a federal or state enforcement agency conducting an investigation of the Queen Mary regarding alleged unlawful activity;
- Testifying as a party, witness, or accused regarding alleged unlawful activity;
- Making or filing an internal complaint with the Queen Mary regarding alleged unlawful activity;
- Providing notice to the Queen Mary regarding alleged unlawful activity;
- Assisting another employee who is engaged in any of these activities.
The Queen Mary is further committed to prohibiting retaliation against qualified Cast and Crew Members who request a reasonable accommodation for any known physical or mental disability and employees who request a reasonable accommodation of their religious beliefs and observances.
What You Should Do If You Feel You Are Being or Have Been Harassed, Discriminated Against, or Retaliated Against
If you feel that you are being or have been harassed, discriminated against, or retaliated against in violation of this policy by another associate, supervisor, manager or third party doing business with the Queen Mary, you should immediately contact your Regional Director of Operations, General Manager, Human Resources Department, Department Head or Supervisor. In addition, if you observe harassment, discrimination, or retaliation by another Cast or Crew Member, supervisor, or manager, please report the incident immediately to the individuals listed above.
Supervisors and managers who receive any complaint of harassment, discrimination, or retaliation must promptly report such complaint to the Director of Human Resources and/or the Regional Director of Operations. Your notification of the problem is essential to us. We cannot help resolve a harassment, discrimination, or retaliation problem unless we know about it. Therefore, it is your responsibility to bring your concerns and/or problems to our attention so we can take whatever steps are necessary to address the situation. The Queen Mary takes all complaints of unlawful harassment, discrimination, and retaliation seriously and will not penalize you or retaliate against you in any way for reporting a harassment, discrimination, or retaliation problem in good faith.
All complaints of unlawful harassment, discrimination, or retaliation that are reported to management will be investigated as promptly as possible by an impartial and qualified person and, upon conclusion of such investigation, appropriate corrective action will be taken where warranted. The Queen Mary prohibits Crew Members from hindering internal investigations and the internal complaint procedure. All complaints of unlawful harassment, discrimination, or retaliation reported to management will be treated as confidentially as possible, consistent with the Queen Mary’s need to conduct a thorough, fair, and adequate investigation.
Violation of this policy will subject an employee to disciplinary action, up to and including immediate termination. Moreover, any Cast or Crew Member, supervisor or manager who condones or ignores potential violations of this policy will be subject to appropriate disciplinary action, up to and including termination. Additionally, under California law employees may be held personally liable for harassing conduct that violates the California Fair Employment and Housing Act.
We’re committed to conducting fair, timely, and thorough investigations of all complaints of harassment, discrimination, or retaliation. Such investigations will be conducted by an impartial and qualified person. It is important that we gather as much information as we can during this stage so we’ll make sure that we talk with all Crew Members, supervisors, and managers who have information that relates to the complaint.
Whatever we determine and what action we decide to take will be reported to the person who lodged the complaint, the alleged harasser, and, as appropriate, to others directly concerned. Steps will then be taken to prevent further harassment, discrimination, or retaliation. Of course, no action will be taken against you or any Crew Member for opposing harassment, discrimination, or retaliation, reporting such incidents, or participating in an investigation.
Violence & Threats of Violence
Acts or threats of physical violence, including intimidation, harassment and/or coercion, that involve or affect the Queen Mary or that occur on the Queen Mary’s property or in the conduct of the Queen Mary’s business off of the Queen Mary’s property, will not be tolerated.
Any person who engages in a threat or violent act on Company property may be removed from the premises as quickly as safety permits and may be required, at the Queen Mary’s discretion, to remain off Company premises pending the outcome of an investigation of the incident.
The Queen Mary will look at each reported situation on a case-by- case basis to determine what the best course of action is to take. Violations of this policy by any individual will lead to disciplinary and/or legal action, as appropriate.
No one can do their work if they feel threatened. Even more important, no one should have to feel that way, ever, so we have a “zero tolerance” policy when it comes to violence – actual or threatened – in workplace situations.