Smith.ai Anti-Discrimination Policy

Updated 3 weeks ago by Justin Maxwell

Introduction & Philosophy

Smith.ai is committed to the prevention of any form of discrimination, sexual harassment, victimization, or other unjust behavior in the workplace. Smith.ai considers these unacceptable forms of conduct, and it will not tolerate them under any circumstances. 

All employees and contractors have a right to be treated equitably, respectfully, and without harassment occurring in the workplace (physical and virtual) and in, or around, work-related functions. All employees and contractors have the responsibility to respect the rights of fellow employees, contractors, clients, and Smith.ai staff, by not taking part in any action that may constitute harassment and by supporting and promoting the achievement of equal opportunity. Smith.ai is committed to fostering a workplace that is holistically productive, professional, and harmonious.

Equal employment opportunity and discrimination

Our business success is a reflection of the quality and skills of our people. Smith.ai values that each person brings with them wisdom and skills from their own unique experiences, backgrounds, capabilities, and path in life. This diversity benefits all areas within Smith.ai from individuals to teams, the company as a whole, and our customers.

Smith.ai is an equal opportunity employer and believes that people perform more productively in a psychologically-safe environment, free from discrimination. 

Equal opportunity” means ensuring that employment policies and practices are based on, and operate according to, the principle of merit and contribution. Smith.ai is therefore committed to ensuring that its employment practices are free from any unlawful discrimination based on:

  • Race or ethnicity
  • National origin
  • Sex
  • Gender/Gender identity
  • Sexual preference or lawful sexual activity
  • Marital Status
  • Pregnancy
  • Breastfeeding
  • Religious beliefs*
  • Political conviction*
  • Military service (actually, we seek it out!)
  • Disability (Physical or Mental), or impairment
  • Bankruptcy or Bad Debts
  • Physical features
  • Genetic Information
  • Age
*So long as those religious and political beliefs are lawful and consistent with our above-stated guidelines. For example, political convictions based on or showing evidence of racial discrimination or gender bias are unwelcome.

Smith.ai is committed to creating and sustaining a workplace for all employees and contractors that is free from discrimination (both direct and indirect) based on the above, and also to:

  • Not unreasonably refuse to accommodate parental or family responsibilities in employment. We’ve built our team around the schedules of busy parents, and our shift system represents this.
  • Make reasonable adjustments for people with disabilities or impairments in employment, including in our software interfaces and communication methods.

Discrimination can take many forms, some of which are direct or open. Others may be indirect or hidden:

Direct discrimination occurs when a person is treated less favorably than another, simply because of a personal characteristic or status unrelated to job performance, such as gender, race, sexuality, marital status (as listed above).

Indirect discrimination occurs when a policy or requirement operates to the detriment of a particular group of people because of a characteristic of that group, such as age, race, family circumstances, or gender (as listed above).

Workplace harassment

Smith.ai is committed to providing an environment that is free from sexual harassment and harassment on the discriminatory grounds listed above.

Definitions

Sexual harassment, discriminatory harassment, and victimization due to making a complaint are unlawful and amount to discrimination under federal and state anti-discrimination laws. 

Sexual harassment can include unwelcome sexual advances, requests for sexual favors, and other verbal or physical harassment of a sexual nature. Harassment does not have to be of a sexual nature, however, and can include offensive remarks about a person’s sex. For example, it is illegal to harass a woman by making offensive comments about women in general. Both the victim and the harasser can be either a woman or a man, and the victim and harasser can be the same sex.

Harassment is illegal when it is so frequent or severe that it creates a hostile or offensive work environment or when it results in an adverse employment decision. While the law doesn’t prohibit simple teasing, offhand comments, or isolated incidents that are not very serious, we take it seriously at Smith.ai.

Discriminatory harassment is verbal or physical conduct that denigrates or shows hostility toward an individual because of his or her race, color, gender, national origin, religion, age (40 or over), physical or mental disability, sexual orientation, or because of his or her opposition to discrimination or his or her participation in the discrimination complaint process. In general, harassment is against the law when it creates an intimidating, hostile, or offensive working environment, or when it interferes with an individual’s work performance.

Victimization The EEO laws prohibit punishing job applicants or employees for asserting their rights to be free from employment discrimination, including harassment. Asserting these EEO rights is called “protected activity,”

Some examples of behavior that can be sexual harassment or discriminatory harassment include:

  • acting towards, or speaking to a person in a manner that threatens or vilifies that person;
  • making jokes, suggestive comments or offensive gestures related to a person’s race, color, ethnic origin, disability, gender or sexual characteristics;
  • distribution or display of material (including through e-mail) that may be offensive, such as sexually explicit posters or pictures, racist or sexist jokes or cartoons;
  • persistent questions about a person’s private life;
  • personal comments about appearance, physique, clothing;
  • demands for sexual favors, either directly or by implication;
  • unwanted and deliberate physical contact; and
  • indecent assault and other criminal offenses.

When does it apply?

All types of discrimination and harassment are unlawful not only during working hours or in the workplace itself and not only between co-workers. The behavior is unlawful in any work-related context and includes interactions with clients, customers, and Smith.ai staff.

What are the procedures for a complaint?

Employees and contractors who feel they have been discriminated against, or feel they have been the subject of harassment at work are encouraged to inform Smith.ai management. Smith.ai takes all complaints of discrimination and harassment seriously.

You can report a complaint through at founders@smith.ai.

The outcome of the grievance process

Any person who has been found to have harassed, discriminated against, or victimized another person may be disciplined. The discipline will be appropriate to the severity of the offense but may involve warning or dismissal.

Similarly, any person been found to have made a complaint that is vexatious or based on facts that the complainant ought to reasonably believe to be untrue may also be subject to disciplinary action.

Mitigating factors such as personal circumstances, disciplinary and work history, and work performance will be taken into account in determining the appropriate disciplinary measures to be adopted.


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