Sexual Harassment Policy
We can all do with having a sexual harassment policy in place….just in case! Why not review the policy below, and see if it can become a part of your company policy manual! It may save you thousands of dollars in the future. Lets hope not…..
[YOUR COMPANY NAME]
[YOUR COMPANY NAME] seeks to maintain a work environment free from sexual harassment. [YOUR COMPANY NAME] is dedicated to the free exchange of ideas and the professional development of all members of the staff. For this exchange and development to take place, the environment must promote the confidence to work, to innovate and to perform without fear of harassment.
Sexual harassment is specifically prohibited by [YOUR COMPANY NAME]. Any employee found to have violated the company’s policy against sexual harassment will be subject to immediate and appropriate disciplinary action including but not limited to possible suspension or termination.
[YOUR COMPANY NAME] adopts the basic definition of the Equal Employment Opportunity as defined by government regulations regarding sexual harassment as any unwelcome sexual advances, requests for sexual favours, or other verbal or physical conduct of a sexual nature when:
- submission to such conduct is an explicit or implicit condition of employment, or evaluation or advancement of a staff member
- submission to or rejection of such conduct is used as the basis for employment, evaluation or advancement decisions
- such conduct has the purpose or effect of unreasonably interfering with an individual’s work performance or creating an intimidating, hostile or offensive work environment.
Under federal, state and city laws, employers have an affirmative duty to investigate claims of sexual harassment and develop appropriate sanctions for such behaviour. These laws require that employers affirmatively address the issue of sexual harassment in the workplace and devise and adopt appropriate procedures for maintaining a working atmosphere free of sexual pressure or intimidation.
In support of its commitment to maintain an environment free of sexual harassment, [YOUR COMPANY NAME] attempts to make reporting of such incidents and advising about sexual harassment as widely available as possible. The company will treat all claims confidentially and will provide information about established guidelines and procedures for dealing with matters of sexual harassment. [YOUR COMPANY NAME] will also help any individual pursue an effective course of action.
Any staff member who feels she/he is sexually harassed or knows of or suspects the occurrence of sexual harassment is strongly urged and encouraged to contact immediately, in person, the person handling [YOUR COMPANY NAME]’s human resource issues. Because of the sensitivity of sexual harassment issues, this person will promptly and thoroughly review the case to determine whether sexual harassment appears to have occurred and will take the appropriate action. All reviews will be designed to consider the privacy of and minimize suspicion toward all parties concerned.
No person will be reprimanded or retaliated against in any way for initiating an inquiry or complaint in good faith. [YOUR COMPANY NAME] also considers the rights of any person against whom a complaint is alleged. Staff members also are expected to do all that they can to prevent and discourage any sexual harassment from occurring.
Dennis Wong teaches coaching programs at IRI.
Original article supplied by AMEX