Update anti-harassment-policies.md (#1501)

Removed mention of TriNet and Marc and added the PeopleOps Team.

Co-authored-by: Elizabeth Raley <[email protected]>

company-policies/anti-harassment-policies.md

@@ -5,8 +5,6 @@ updated: June 22, 2018
 
 # Policy Against Proscribed Harassment and Discrimination
 
-_This policy was taken directly from the TriNet handbook as of June 2018._
-
 <!--- Protected classes from Trinet handbook, keep list updated in: employment, code-of-conduct and anti-harassment-policies -->
 <!--- List of officials to contact should be updated when this policy is updated from Trinet's version -->
 
@@ -39,9 +37,9 @@ Proscribed harassment can occur in one-on-one interactions or in group settings
 
 ## Reporting and Investigating Proscribed Harassment
 
-If you believe anyone is harassing you based on a protected characteristic, or harassing another individual in the workplace, we encourage you, if comfortable doing so, to tell the harasser in clear language that the behaviors or advances are unwelcome or unwanted and must stop. The individual may not realize the behavior is objectionable and a simple communication may effectively end the behavior. However, if you are not comfortable engaging in such communication or the behavior does not stop following such communication, you should immediately report your concern to your manager, any other company manager or official (Elizabeth Raley, Alaine Karoleff, Marc Jones, or other who you feel comfortable speaking with), your TriNet HR Representative or the TriNet Solution Center. Report the facts of the incident, including what happened, when, where, how often, and the names of the accused and any witnesses. Managers should immediately report any suspected incidents of harassment of others to a TriNet HR Representative.
+If you believe anyone is harassing you based on a protected characteristic, or harassing another individual in the workplace, we encourage you, if comfortable doing so, to tell the harasser in clear language that the behaviors or advances are unwelcome or unwanted and must stop. The individual may not realize the behavior is objectionable and a simple communication may effectively end the behavior. However, if you are not comfortable engaging in such communication or the behavior does not stop following such communication, you should immediately report your concern to your manager, the PeopleOps Team, any other company manager or official (Elizabeth Raley, Alaine Karoleff, or other who you feel comfortable speaking with). Report the facts of the incident, including what happened, when, where, how often, and the names of the accused and any witnesses. Managers should immediately report any suspected incidents of harassment of others to the PeopleOps Team.
 All claims of proscribed harassment will be investigated in a timely, objective, and thorough manner as confidentially as possible. All employees are expected to cooperate fully in any investigation. If it is determined that prohibited harassment has occurred, the appropriate corrective action, up to and including termination of employment of the offending employee, will be taken along with any additional steps necessary to prevent further violations of this policy.
 
 ## Protection against Retaliation
 
-Neither the company nor the law will tolerate any form of retaliation against any employee who opposes discrimination or prohibited harassment, makes a complaint, or participates in any manner in an internal investigation or an investigation, proceeding, or hearing conducted by a state or federal agency or court. If you believe that you have experienced or witnessed retaliation, you should immediately report your concern to your manager, any other manager or officer, a TriNet HR Representative or the TriNet Solution Center. Any employee who engages in retaliation will be subject to disciplinary action, up to and including termination of employment, as well as possible legal consequences.
+Neither the company nor the law will tolerate any form of retaliation against any employee who opposes discrimination or prohibited harassment, makes a complaint, or participates in any manner in an internal investigation or an investigation, proceeding, or hearing conducted by a state or federal agency or court. If you believe that you have experienced or witnessed retaliation, you should immediately report your concern to your manager, the PeopleOps Team, any other manager or officer. Any employee who engages in retaliation will be subject to disciplinary action, up to and including termination of employment, as well as possible legal consequences.