Rothwell Figg intends to provide a work environment that is pleasant, professional, and free from intimidation, hostility or other offenses that might interfere with work performance.  Harassment of any sort - verbal, physical, visual - will not be tolerated.  In addition, the Firm will endeavor to prevent the harassment of its employees by persons who are not Firm employees, but who are on the Firm’s premises or who have a business or other relationship with the Firm.  Similarly, the Firm prohibits harassment by its employees against any person who is not a Firm employee, but who has a business or other relationship with the Firm.

All Rothwell Figg employees have a responsibility for keeping the Firm’s work environment free of harassment.  Employees who become aware of an incident of harassment, whether by being personally subjected to the incident, witnessing it, or being told of it, must report it promptly to their immediate supervisor/manager or to any other manager with whom they feel comfortable.

While an employee is welcome to communicate directly with the alleged harasser, and make it clear that the harasser’s behavior is unacceptable, offensive or inappropriate, it is not required that an employee do so.  It is essential, however, to notify management immediately, even if the employee is not sure that the offending behavior is considered harassment.  Appropriate investigation and disciplinary action will be taken.  All reports will be promptly investigated with due regard for the privacy of everyone involved.  Any employee found to have harassed a fellow employee or subordinate may be subject to severe disciplinary action up to and including termination.  The Firm may also take any additional action necessary to appropriately remedy the situation.  Retaliation of any sort will not be permitted.  No adverse employment action will be taken for any employee making a good faith report of alleged harassment; however, a report of harassment shall not provide a “shield” against termination to an employee whose work is otherwise unsatisfactory.  An employee who has reported an incident of harassment is expected and encouraged to alert the Firm immediately if the behavior continues or recurs after the Firm has taken action in response to the initial complaint.

Rothwell Figg has a zero-tolerance harassment policy, and therefore accepts no liability for harassment of one employee by another employee.  The individual who makes unwelcome advances, threatens or in any way harasses another employee is personally liable for such actions and their consequences.

All Rothwell Figg employees must acknowledge and sign the Firm's Discrimination and Sexual Harassment Policy.

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Rothwell Figg offers wellness initiatives through our medical provider, Cigna.  They offer resources to help with health assessments, emotional well-being, weight loss, stress, diabetes, chronic disease, quitting smoking, health coaches and more.  Cigna’s Healthy Rewards Program provides discounts on the health products and programs you use every day (e.g., weight management and nutrition; vision and hearing care; alternative medicine; health and wellness products; and fitness clubs and equipment).

Our life and disability insurance provider, Guardian, offers an Employee Assistance and Mental Health Programs (EAP) that connects employees to counselors -- anytime, anywhere access where and when you need it most.  They also provide helpful resources for childcare, parenting and caregiving, health and wellness, and financial planning and legal services to help balance work and life responsibilities.

In 2022, we initiated a Work from Work Thursday program to increase firm-wide interactions and to boost collegiality.  On Thursdays, we provide a lunch or a happy hour for all employees to incentivize everyone to consistently choose Thursdays as one of their in-office days.  We also returned to our pre-COVID tradition of having monthly birthday celebrations.