Opinion ID: 44149
Heading Depth: 2
Heading Rank: 3

Heading: Lowe’s Sexual-Harassment Policy

Text: Lowe’s has a well-established policy against sexual harassment, as well as an “Open Door Program” for employees to report sexual harassment.7 Upon being hired in March 1999 and thereafter, Olson received or read several documents outlining Lowe’s sexual-harassment policies and designating a number of different persons to whom sexual-harassment complaints could properly be reported. During her orientation in March 1999, Olson signed a document titled “Notice of Lowe’s Policies.” The orientation notice directed employees to notify second meeting, Yori asked Olson to put her complaint in writing. At the third meeting, Yori told Olson that he had terminated Senkle. 7 Lowe’s also refers to the Open Door Program as the Open Door Policy. Except where documents are quoted, we refer to the program as the Open Door Program. 8 their “store/location manager” of any sexual harassment, and to call or write Lowe’s internal audit department if satisfactory action was not taken.8 In the orientation room, Olson also observed Lowe’s posted notice that stated that employees were to notify their “store/location manager” of any sexual harassment. If satisfactory action was not taken, the posted notice provided that employees could call or write Lowe’s internal audit department or could report the harassment anonymously via a toll-free number.9 In March 1999, Olson also received Lowe’s “New Orientation Guide and Employment Package” (“The Guide”).10 The Guide, unlike the above notices, 8 The orientation notice stated, in relevant part: DISCRIMINATION, INCLUDING SEXUAL HARASSMENT, BY SUPERVISORS FELLOW EMPLOYEES OR CUSTOMERS IS STRICTLY AGAINST POLICY AND WILL NOT BE TOLERATED. . . . IF YOU ARE SUBJECTED TO DISCRIMINATION, INCLUDING SEXUAL HARASSMENT, OR IF YOU ARE AWARE OF A VIOLATION OF ANY OF THE POLICIES ABOVE, REPORT IT IMMEDIATELY TO YOUR STORE/LOCATION MANAGER . . . . IF IMMEDIATE SATISFACTORY ACTION IS NOT TAKEN, CALL OR WRITE LOWE’S INTERNAL AUDIT DEPARTMENT . . . . 9 The posted notice provided, in relevant part: . . . If you are subjected to discrimination, including sexual harassment, or if you are aware of a violation of any of the policies above, report it immediately to your Store/Location Manager, Area General Manager/Director . . . or if immediate satisfactory action is not taken, call or write: Lowe’s Internal Audit Department . . . or to remain anonymous, call THE NETWORK . . . . Olson saw the Posted Notice at orientation, but it soon disappeared. 10 The record does not contain the exact version of The Guide that Olson received in 1999. In her deposition, Olson testified that she received a document that was the same as or similar to the Guide that was revised on July 2002. Flo Conway, Lowe’s human resources representative, 9 stated that employees first should confront the harasser and inform him that the behavior was offensive. If the harassment did not stop, the Guide provided a series of steps to take, starting with calling several numbers and contacting the assistant manager. If the problem was not resolved satisfactorily, the Guide outlined these additional steps: the employee should contact the store manager and then the district manager, and send a letter to the Regional Human Resources Director.11 In 2000, Olson signed another document titled “Store Verification Log, Sexual Harassment in the Workplace,” which provided that an employee should testified that the policies and procedures set forth in the Guide remained basically the same throughout Olson’s employment. Thus, in the absence of any evidence to the contrary, we accept that the 2002 version of the Guide reflects the procedures in place under the Guide during Olson’s orientation in 1999. 11 The July 2002 version of the Guide states, in relevant part: If you are being harassed – Confront the Harasser: Clearly state that the behavior is offensive and that it should stop. If the harassment doesn’t stop, refer to the Open Door Policy or if at any time you are uncomfortable approaching management directly, call the Fairness Programs office . . . , Internal Audit (collect) . . ., or the AlertLine . . . . The Guide further explains the Open Door Program, as follows: STEP 1 - Talk to your Assistant Manager. Generally, you and your Assistant Manager will be able to resolve the problem. If your Assistant Manager does not resolve the problem, talk to your Store Manager. STEP 2 - If you do not feel that your problem was resolved after taking these steps, contact your District Manager at his/her base store. If the District Manager is not available, leave a message with the store phone operator or with the District Manager’s answering machine. Please leave your name, store number, a contact phone number and the best time for the District Manager to call you back. You will receive a return phone call within 72 hours. STEP 3 - If your problem has not been resolved to your satisfaction at this point, or if you do not feel that you can follow the procedure outlined above, send a letter to your Regional Human Resources Director at the Regional Office. . . . 10 report harassment to the “location manager” or the Human Resources Manager.12 Again, if the employee was unsatisfied with the response, the employee should contact Lowe’s Internal Audit Department or use a toll-free number to report the harassment. In 2000, Lowe’s published a document titled “Lowe’s Commitment to Employees,” which provided that an employee may report complaints to their supervisor or “any other member of management.”13 According to both Olson and Hall, the Open Door Program allowed employees to complain to any member of management, such as Hall. 12 The Store Verification Log provided, in relevant part, as follows: I understand that claims of discrimination, including sexual harassment should be reported directly to the location manager or Human Resources Manager. In addition, I understand that if the issue is not addressed at the Location, District, or Regional level that the issue should be reported to Lowe’s Internal Audit . . . or the Alertline. ... I certify that I have received a copy of Lowe’s “Sexual Harassment in the Workplace” booklet. I understand that Lowe’s is committed to providing a work environment free from discrimination or harassment of any kind. In addition, I am aware of Lowe’s Open Door Policy and that as an employee I must report all complaints of harassment, including sexual harassment or any other form of unlawful harassment through Lowe’s Open Door Program. 13 The Open Door Program provided: . . . Under this program, an employee may discuss with his or her supervisor any work-related matter. If the employee would rather talk to someone other than his or her supervisor, the Open Door Program enables the employee to speak with any other member of management. If an employee would feel more comfortable speaking with someone outside of management and/or speaking with someone on an anonymous basis, he or she can use the Lowe’s Alertline, a telephone service established to receive employee concerns. . . . (Emphasis added). 11