Employee Resources

This policy applies to all employees, contractors, vendors, interns, volunteers, and visitors at Slayer’s Inc., regardless of their position or tenure. It applies to behavior occurring in the workplace, at work-related events, during remote work, and through work-related communication platforms.

3.1 Sexual Harassment

Sexual harassment is any unwelcome sexual advance, request for sexual favors, or other verbal, non-verbal, or physical conduct of a sexual nature when:

• Submission to such conduct is made explicitly or implicitly a condition of an individual’s employment.
• Submission to or rejection of such conduct is used as the basis for employment decisions.
• The conduct has the purpose or effect of unreasonably interfering with work performance or creating a hostile, intimidating, or offensive work environment.

Examples of Sexual Harassment:

• Inappropriate touching or physical proximity
• Repeated, unwelcome sexual jokes or comments
• Displaying sexually explicit or suggestive material
• Sending sexually suggestive messages via email, text, or chat platforms
• Leering, making sexual gestures, or whistling
• Offering work benefits in exchange for sexual favors (quid pro quo)

3.2 Sexual Assault

Sexual assault is defined as any non-consensual sexual contact or behavior, including but not limited to:

• Unwanted physical contact such as groping, fondling, or touching private parts
• Attempted or actual rape
• Forcing, coercing, or manipulating someone into sexual acts without consent
• Engaging in sexual acts with someone who is incapacitated, intoxicated, or otherwise unable to provide consent

Consent must be freely given, informed, and can be withdrawn at any time. Silence or lack of resistance does not imply consent.

4.1 Reporting a Complaint

Any employee who experiences or witnesses harassment or assault is strongly encouraged to report the incident immediately to HR or through Slayer’s Inc. confidential reporting system.

Reports can be made anonymously, but anonymity may limit the company’s ability to investigate thoroughly.

Retaliation against anyone who reports harassment or assault or participates in an investigation is strictly prohibited.

4.2 Investigation Process

All complaints will be promptly, thoroughly, and impartially investigated.

Both the complainant and the accused will be treated with respect and confidentiality.

Investigations may include interviews, review of evidence, and input from legal or external experts.

If an employee is found to have violated this policy, the following disciplinary actions may apply, depending on the severity and circumstances:

For Sexual Harassment:

• Verbal or written warning
• Mandatory training or counseling
• Demotion or reassignment
• Suspension without pay
• Termination of employment

For Sexual Assault:

• Immediate suspension (pending investigation)
• Termination of employment
• Notification of law enforcement authorities (as required by law or at the discretion of Slayer’s Inc.)
• Ban from company property and events

Slayer's Inc. will not tolerate any retaliation against individuals who report misconduct or participate in investigations. Retaliation includes intimidation, threats, demotion, or harassment. Anyone engaging in retaliation will be subject to disciplinary action, up to and including termination.

All employees must complete mandatory training on harassment and assault prevention annually.

Managers and supervisors will receive additional training on recognizing and addressing complaints.

This policy will be reviewed annually and updated as necessary to remain compliant with legal standards and reflect company values.

At Slayer’s Inc., our unique mission involves combating supernatural threats, which introduces additional workplace considerations:

• Species Sensitivity: Avoid assumptions about colleagues’ abilities or vulnerabilities based on their species (e.g., no garlic pranks for vampiric operatives).
• Curse and Enchantment Protocols: Report any accidental curses or enchantments to Employee Resources immediately. Unauthorized charming is considered harassment.
• Full Moon Accommodations: Were-employees may request flexible scheduling during lunar cycles. Discuss with your supervisor.
• Holy Symbols and Wards: Displaying protective wards is permitted, but ensure they do not disrupt colleagues (e.g., no unshielded holy symbols near undead staff).
• Monster-Hunting Etiquette: Refrain from boasting about kills in mixed company, as some employees may have familial ties to supernatural entities.

These guidelines ensure all operatives, regardless of mortal or immortal status, feel respected in our high-stakes environment.

For questions or to report an incident, contact: