Sexual Harassment Policy
Define harassment, outline complaint procedure.
The following page illustrates a typical corporate policy on sexual harassment. Company policies on sexual harassment usually include a description of what constitutes sexual harassment, the applicability of the policy to employees, an overview of the complaint procedure and other information including the confidential nature of the proceedings. To: All Employees From: Head of the Company and/or Head of Human Resources Re: Sexual Harassment Policy This company is strongly committed to having a workplace that is free of all unlawful discrimination, including sexual harassment. Sexual harassment is illegal, and it violates the policies of this company. Sexual harassment includes: unwelcome sexual advances requests for sexual favors other verbal or physical conduct that is sexual in nature that is used as a basis for employment decisions or unreasonably interferes with a person's job performance by creating an intimidating, hostile or offensive working environment Examples of sexual harassment are: Physical: unwelcome touching, rubbing, assaulting. Verbal: sexual jokes, insults, propositions or comments and sexual innuendo. Sexual pictures, posters, or graffiti can create a hostile work environment and are not appropriate in the workplace. Using your computer to convey sexual messages, as well as sexually suggestive e-mail or voice mail, violates this policy. Application This policy applies to men and women; to same and opposite gender relationships; to relationships between supervisors and subordinates; and to peer relationships. Our customers, vendors, consultants, and anyone else doing business on our premises must comply with this policy. This policy applies to all full-time, part-time, temporary, hourly, and seasonal employees and to student interns. Complaint Procedure Any employee who believes that he or she has been subjected to sexual harassment or who has witnessed sexual harassment should immediately report it to (1) your supervisor or (2) your Human Resources office or (3) corporate Human Resources. All parties will be given a full opportunity to provide information. If you disagree with the initial decision, you can appeal it to the head of Human Resources at corporate headquarters. Confidentiality All complaints should be kept confidential to the extent possible. All complaints will be promptly investigated. Remedial action will be taken where appropriate. Retaliation Retaliation against an employee who in good faith reports sexual harassment or provides information about a sexual harassment charge is forbidden. Communication This policy will be posted on bulletin boards throughout the company, included in our policy manual, and distributed to employees each year. The company will periodically hold training programs concerning sexual harassment, and this subject will be discussed at every new employee orientation. SEXUAL HARASSMENT CLAIMS STEP-BY-STEP by Dale Callender. Copyright ) 1998 by Barron's Educational Series, Inc. Published by arrangement with Barron's Educational Series, Inc.
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