It is Company policy that employees shall not be subjected to harassment or retaliation.

Accordingly, Princess Cruises will promote and maintain a work environment free from all forms of

harassment and retaliation while insisting that all employees be treated with dignity, respect

and courtesy. Harassment or retaliation occurring in the workplace or in connection with work

is counterproductive to the organization and will not be tolerated.

This policy applies to all members of staff. The Company will make every effort to ensure that

everyone is familiar with this policy and understands that the Company will investigate

thoroughly and resolve appropriately any complaint of harassment or retaliation.

 

1. Guideline

The following discussions of what constitutes harassment and retaliation are simply

guidelines and are not exhaustive definitions. You are encouraged to consult with your

Supervisor, Manager, Personnel & Training Manager or a Head of Department regarding

any question you have about harassment or retaliation.

2. Harassment Definition

The Company considers harassment to be any action directed by one person at another

of the same or opposite gender, same or different sexual orientation, physical or mental

ability, race, ethnic or national origin, religion or belief, or age regardless of the perpetrator’s

motives, which a reasonable person would find to be harassment, including:

• unwelcome verbal or physical conduct;

• unsolicited derogatory words or gestures;

• showing or circulating written, printed or electronically disseminated material of a

nature which others may find offensive;

• any other conduct of a nature which may interfere with an individual’s work

performance or create an intimidating, hostile or offensive working environment;

• any attempt to penalize or punish a person for rejecting or objecting to the actions

described above;

• use of the Internet or e-mail system to transmit, communicate, or receive sexually

suggestive, pornographic, or sexually explicit pictures, messages, or material.

The ship’s company is advised that any unwelcome physical contact, sexual advances or

similar objectionable actions with a fellow crew member will be considered a violation of this

policy and grounds for discharge.

For the purposes of defining harassment, the ship’s company is advised that harassment does

not only have to take the form of physical contact but can include:

• Visual conduct, including leering, making sexual gestures, displaying of sexually

suggestive objects or pictures, cartoons or posters;

• Verbal conduct, such as sexually-oriented verbal kidding, teasing or jokes, repeated

offensive sexual flirtations, advances or propositions, derogatory comments, epithets,

slurs and jokes, verbal abuse of a sexual nature, verbal comments about a physical

appearance, their sexual activity, suggestive or obscene letters, notes or invitations;

• Physical conduct, such as touching, pinching, brushing up against another’s body, or

impeding or blocking movements.

Individuals who experience harassment should make it clear to the offending party that such

behavior is offensive. If the behavior continues, or if they are uncomfortable expressing their

feelings directly, it should be brought to the attention of their Supervisor, Manager, Personnel &

Training Manager, or a Head of Department.

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3. Two Kinds of Sexual Harassment:

Quid pro quo: Comes from the Latin meaning “this for that.” This occurs when you are

either offered some tangible favor or benefit or your working conditions are threatened,

based on your response to demands for these favors (“You’ll get a promotion if you…”)

Hostile Work Environment: Unwelcome sexual conduct sufficiently severe, persistent, or

pervasive so as to affect an employee’s performance negatively and/or create an

intimidating, hostile or otherwise offensive environment.

The recipient’s perception – not the harasser’s intent – is the standard by which conduct is

measured.

4. Discriminatory Harassment

The Company’s policy prohibits discriminatory harassment based on gender, color, race,

age, national origin, ancestry, marital status, religion, sexual orientation or other protected

status.

As an illustration, some examples of conduct that may be regarded as discriminatory

harassment may be:

• Epithets, slurs, negative stereotyping, disparaging remarks or intimidating acts based

on any of the protected categories listed above;

• Telling or forwarding jokes directed to someone’s protected status, such as racial or

ethnic jokes, regardless of whether “everyone tells them back and forth”;

• Posting, forwarding, showing or displaying in any manner cartoons that make fun of

any group, religious belief, sex, or individual because of his or her protected status;

• Forwarding offensive e-mails, printing them out or displaying them in any manner.

5. No Victimization or Retaliation

No crew member should be subjected to victimization or retaliation for reporting, or

expressing opposition to, any incident of harassment. Any such victimization or retaliation

is a dismissible offense.

Employees, who make complaints of harassment, report harassment they observe, or

provide information relating to such complaints or reports will be protected by the

Company against any victimization or retaliation. It is the right of the employee to bring the

complaint or concerns to the attention of the Company. No action will be taken against you

for filing your complaint, so long as you are truthful and accurate.

6. Relations with Passengers

There is no such thing as allowable intimate relations with passengers, whether welcome

or not. Any intimate relations or attempts at intimate relations – this includes asking a

passenger to be alone, kissing, engaging in sexual relations, or any other similar behavior -

will lead to discharge. This is prohibited at any time so long as the crew member is signed

on to the crew agreement and covers conduct both on the ship and ashore. Such conduct

may also be considered a criminal assault and lead to the arrest of a crew member.

Passengers are not to be invited to an officer/crew accommodation or area, nor should an

officer/crew member visit a passenger cabin, unless required to do so in connection with

their official duties. Officers/crew in passenger cabins likewise may not invite a passenger

into their cabin. The exception to this section is where a passenger is already recognized

to be in a relationship with an officer/crew member prior to boarding the vessel. The

officer/crew member must declare this to their Head of Department prior to the passenger

boarding.

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Complaints are received from time to time from passengers and others about forms of

harassment onboard. In most cases, particularly those involving sexual harassment, there

is no actual intent to harass and the complaints arise from misunderstandings caused by

different cultural practices and standards. A kiss on the cheek, for example, may be

perfectly acceptable in one culture but completely unacceptable in another. Strict

adherence to the above rules is for the protection of the officer/crew member.

7. Reporting Harassment

The Company complaint procedure allows crew the ability to establish a complaint verbally

or in writing.

• An informal complaint is usually made verbally to one’s Supervisor, the Personnel &

Training Manager, or Head of Department.

• A formal complaint is done in writing and submitted to the crew office or by calling 1-

800-872-6779 Extension 31550 (within the United States) or +1-661-753-1550 (for

international calls). Alternatively, a call can be made to the Compliance Hotline.

Employees are expected and encouraged to inform others in the workplace whenever

their conduct is unwelcome, offensive, in poor taste, or inappropriate. Employees who

believe they have been subjected to or witnessed any conduct prohibited by this policy are

expected to report the conduct to their supervisor, Personnel and Training Manager, Head

of Department, or ashore in the manner stated above. All reports of harassment will be

investigated fully and promptly and, to the extent reasonably possible, on a confidential

basis.

If it is determined that the alleged harasser has violated policies, appropriate corrective

action will be taken in accordance with the Company’s Disciplinary procedure, which may

include discharge.

8. False Harassment Allegations

No person will suffer any adverse employment consequences as a result of a good faith

report under this policy. The Company vigorously defends its crew members’ right to work

in an environment free of harassment and retaliation. The Company also recognizes that

false accusations can have serious consequences. Accordingly, any individual who is

found, through the investigation process, to have falsely accused another person of

harassment or retaliation may be subject to appropriate disciplinary action, up to and

including discharge.