Office of Employment Rights

Why an Office of
Employment Rights
(OER)?
The OER has been established
to provide all employees in
management and professional
positions and employees
in administrative positions
outside the unit with an
internal department that has the
primary authority to investigate
and resolve complaints of
discrimination, harassment and
retaliation. The OER strengthens
our commitment to keeping
employees safe at work while
also creating an inclusive
environment that respects the
unique diversity you bring
to Sodexo by ensuring Equal
Opportunity for all.
Sodexo has made a strong
commitment to provide you with a
safe working environment that gives
you meaningful opportunities to
engage in two-way communication
with the Company. One way we
bring this commitment to life is
through clear policies that strictly
prohibit discrimination, harassment
and retaliation in the workplace
and by providing avenues to raise
these types of concerns. Company
Policies 201 and 202 have been
established to ensure equal
employment opportunities for all
and to protect you from all forms of
unlawful discrimination, harassment
and retaliation. The Office of
Employment Rights (OER) helps to
ensure that your workplace adheres
to these policies by investigating
concerns related to discrimination,
harassment and retaliation.
Sodexo
www.sodexoUSA.com
Office of
Employment
Rights
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What does the Office of Employment
Rights handle?
The OER will investigate the following types of complaints:
• A
ny discriminatory treatment based on an employee’s
protected characteristics (e.g., race, gender, gender identity,
religion, national origin, age, disability, pregnancy,
sexual orientation, marital status, etc.) in areas such as
compensation, promotion and transfer, performance
appraisal, benefits, job assignment or disciplinary action;
• H
arassment based on protected characteristics
described above;
• R
etaliation for engaging in protected activity such as
raising a concern of discrimination or participating in
an investigation; and
• A
ny other violation of Sodexo’s EEO and
harassment policies.
CP-201 Sexual Harassment
CP-202 Equal Employment Opportunity
Sodexo is committed to providing and maintaining a workplace
that is free of sexual harassment. Because sexual harassment
in the workplace is a violation of Sodexo policy and the law,
the Company will strictly enforce a policy prohibiting sexual
harassment of any kind.
Sodexo is committed to the principles of equal employment
opportunity. This Company policy is to ensure equal opportunity
in all aspects of employment regardless of race, color, religion,
gender, gender identity, pregnancy, national origin, ancestry,
citizenship, age, marital status, disability, veteran status, sexual
orientation or any other basis protected by law.
This policy applies to all employees at all levels of the Company. Any
Sodexo employee who engages in sexual harassment of another
employee, a customer, or any other person is subject to constructive
counseling, up to and including termination of employment.
Definition of Sexual Harassment
Sexual harassment is any unwelcome sexual conduct, including,
but not limited to:
• Sexual advances
• Requests for sexual favors, or
• Other verbal or physical conduct of a sexual nature that has the
purpose or effect of unreasonably interfering with an employee’s
work performance by creating an intimidating, hostile,
humiliating, or sexually offensive working environment.
How will investigations be conducted?
If you feel you have been a victim of discrimination,
If a complaint falls within the jurisdiction of the Office of
harassment or retaliation you are urged to report the
Employment Rights, the OER will notify you within two
offending conduct. Likewise if an employee reports a
business days of receipt of the complaint that it will be
complaint to you or you have reason to believe that an
conducting a prompt and impartial investigation.
employee has been subjected to harassment or discrimination,
you MUST immediately report the incident to Human
Resources or to the OER. Frontline employees who have
concerns regarding their employment should continue to use
the Promise of Respect and Fair Treatment or contact their
local Human Resources representatives.
The investigation may include (but is not necessarily limited to)
The Company strives to employ and promote the best-qualified
person for each job while valuing and promoting diversity within
its workforce. In this spirit, it will comply with all applicable
federal and state laws regulating employment decisions. These
include, but are not limited to: advertising, recruiting, hiring,
placement, promotion, transfer, demotion, compensation,
training, layoff or termination, participation in social and
recreational functions, and use of employee facilities.
Harassment
Company policy prohibits harassment due to race, color, religion,
gender, gender identity, pregnancy, national origin, ancestry,
citizenship, age, marital status, disability, veteran status, sexual
orientation, or any other basis protected by law. This means that
no employee will be ridiculed, belittled, or embarrassed by jokes,
slurs and comments; subject to intimidating, abusive, or offensive
comments, touches, or gestures; or excluded from work-related
activities for any of the reasons stated above.
This policy applies to all employees at all levels of the Company.
Any employee who in any way harasses or discriminates against a
fellow employee, a customer, or any other person may be subject
to constructive counseling, up to and including termination of
employment.
interviews with:
• The employee who made the complaint;
How do you contact the Office of
Employment Rights?
•The person or persons against whom the complaint
was made; and
Eligible employees are requested, unless extenuating
• Other employees who may have witnessed the reported
circumstances exist, to discuss their concerns with their Manager
incident or incidents.
or local Human Resources Representative prior to contacting
The OER will strive to maintain the confidentiality of
the OER. Once a concern has been discussed with a Manager or
information revealed in the investigation as much as
Human Resources, eligible employees may then report concerns
possible and release information arising out of a complaint
to the OER via any of the following methods:
or investigation only on a need-to-know basis. You should
be aware, however, that certain information may have to be
disclosed for an effective investigation to be conducted.
If the OER finds that inappropriate conduct has occurred, it
will take immediate action to remedy that conduct. The OER
can also assist in mediating any issues that remain after the
conclusion of the investigation.
Retaliation
Company policies 201 and 202 also protect employees from
retaliation. Sodexo will not retaliate against a person because
he or she has opposed any unlawful employment practice, any
violation of Sodexo’s policies, filed a complaint, or participated in
any investigation, action under Title VII, or any other
anti-discrimination law.
Anyone who engages in retaliation will be subject to constructive
counseling, up to and including termination of employment.
To Submit a Complaint to the Office of
Employment Rights:
• Fax to: 301-987-4910
• Email to: EmploymentRights.USA@sodexo.com
• Mail to: Office of Employment Rights, c/o Sodexo
9801 Washingtonian Blvd.
Gaithersburg, MD 20878
• Via phone: 1-800-617-9525 or 301-987-4913