Abuse and Misconduct Prevention Policy

Leo’s Fitness Lab prohibits and does not tolerate sexual abuse or misconduct in the workplace or during any organization-related activity. Leo’s Fitness Lab provides procedures for employees, volunteers, or any other victims of sexual abuse or misconduct to report such acts. Those reasonably suspected or believed to have committed sexual abuse or misconduct will be appropriately disciplined, up to and including termination of employment or membership, as well as criminally prosecuted. No employee, independent contractor, trainer, client or other person, regardless of his or her title or position has the authority to commit or allow sexual abuse or misconduct.

Definitions and Examples

The following definitions or examples of sexual abuse, misconduct or harassment, may apply to any and/or all the following persons – employees, volunteers or other third parties.

Sexual abuse or misconduct may include but is not limited to:

• Child sexual abuse – any sexual activity, involvement or attempt of sexual contact with a person who is a minor (under 18 years old) where consent is not or cannot be given.
• Sexual activity with another who is legally incompetent or otherwise unable to give consent.
• Physical assaults or violence, such as rape, sexual battery, abuse, molestation or any attempt to commit such acts.
• Unwanted and intentional physical conduct that is sexual in nature, such as touching, pinching, patting, brushing, massaging someone’s neck or shoulders and/or pulling against another’s body or clothes.
• Material such as pornographic or sexually explicit images, posters, calendars or objects.
• Unwelcome and inappropriate sexual activities, advances, comments, innuendoes, bullying, jokes, gestures, electronic communications or messages (e.g. email, text, social media, voicemail), exploitation, exposure, leering, stalking or invasion of sexual privacy.
• A sexually hostile environment characterized as comments or conduct that unreasonably interferes with one’s work performance or ability to do the job or creates an intimidating, hostile or offensive environment.
• Direct or implied threats that submission to sexual advances will be a condition of employment or affiliation with the organization.

Reporting Procedure

Immediately report suspected sexual abuse or misconduct to Management or the Owner. It is not required to directly confront the person who is the source of the report, question or complaint before notifying any of the individuals listed. We will take every reasonable measure to ensure that those named in the complaint of misconduct or are too closely associated with those involved in the complaint will not be part of the investigative team. Given the sensitive nature of any report of suspected sexual abuse or misconduct, the Company encourages you not to engage in gossip with your colleagues regarding any such report.

Anti-retaliation and False Allegations

Leo’s Fitness Lab prohibits retaliation made against any employee, independent contractor, trainer, client or other person who lodges a good faith complaint of sexual abuse or misconduct or who participates in any related investigation. Making false or malicious accusations of sexual abuse or misconduct can have serious consequences for those who are wrongly accused. The Company prohibits making false or malicious sexual misconduct allegations, as well as deliberately providing false information during an investigation. Anyone who violates this rule is subject to disciplinary action, up to and including termination of employment or membership and criminal prosecution.

Investigation and Follow-up

Leo’s Fitness Lab will take all allegations of sexual abuse or misconduct seriously and will promptly, thoroughly and equitably investigate whether misconduct has taken place. The organization may utilize an outside third-party to investigate misconduct. Leo’s Fitness Lab will cooperate fully with any investigation conducted by law enforcement or other regulatory/protective services agencies. We will make every reasonable effort to keep the matters involved in the allegation as confidential as possible while still allowing for a prompt and thorough investigation.

Employee Dating or Fraternization

Leo’s Fitness Lab employees may date, develop friendships and relationships both inside and outside of the workplace if the relationships do not negatively impact work. Any relationship that interferes with the company culture of teamwork, the harmonious work environment or the productivity of employees. Adverse workplace behavior or behavior that affects the workplace that arises because of personal relationships will not be tolerated. The exception to this policy relates to managers and supervisors. Anyone employed in a managerial or supervisory role needs to heed the fact that personal relationships with employees who report to him or her may be perceived as favoritism, misuse of authority, or potentially, sexual harassment. Additionally, for the same reasons and because of the loss of employer flexibility and employee options, no employee may date another employee who is separated by more than one level in the chain of command. The fraternization that is prohibited by this policy includes dating, romantic involvement, and sexual relations; close friendships are discouraged in any reporting relationship. Under no circumstances may a manager date, become romantically involved with, or have sexual relations with a reporting employee. Employees who disregard this policy will receive disciplinary actions up to and including employment termination.

Reporting to Law Enforcement or Appropriate Child or Adult Protective Services

Leo’s Fitness Lab is committed to following the state and federal legal requirements for reporting allegations or incidents of sexual abuse or misconduct to appropriate law enforcement and child or adult protective services organizations. It is the policy not to attempt to investigate or assess the validity or credibility of an allegation of sexual or physical abuse as a condition before reporting the allegation to proper law enforcement authorities or protective services organizations.

Employee and Worker Screening and Selection As part of its sexual abuse and misconduct prevention program, Leo’s Fitness Lab is committed to maintaining a diligent screening program for prospective and existing employees, volunteers and others that may interact with those employed by, associating with or serviced by Leo’s Fitness Lab. The organization may utilize a variety of methods of screening and selection, including but not limited to applications, personal interviews, criminal background checks and personal and professional references.