What is the Sexual Harassment Policy?
This Sexual Harassment Policy outlines unacceptable behavior of a sexual nature in the workplace, all of which the Company will address through established procedures and potential corrective actions. Any behavior that creates a hostile or offensive environment, whether intentional or not, is strictly prohibited. The policy includes but is not limited to:
Unwelcome Sexual Advances: Includes any requests for sexual favors, propositions, or inappropriate physical contact.
Verbal Harassment: Sexual comments, jokes, innuendos, or slurs.
Visual Harassment: Displaying or sharing sexually suggestive images or explicit content.
Non-verbal Harassment: Lewd gestures, stalking, or invading someone’s personal space.
This policy applies to all forms of sexual harassment, regardless of the gender or sexual orientation of the individuals involved. It protects employees from harassment by anyone they encounter in a work-related context, including supervisors, co-workers, clients, and vendors.
Why is it Important to Have a Sexual Harassment Policy for the Company?
A Sexual Harassment Policy in the workplace serves two key purposes: promoting a positive work environment and safeguarding the organization. First, it establishes clear expectations and reinforces that respect is a core value in the company culture. It sends a strong message to employees that sexual harassment will not be tolerated and encourages them to report incidents, helping to prevent inappropriate behavior from the start. A respectful workplace leads to higher morale, reduced stress, and better career growth opportunities. Secondly, a well-constructed policy protects the organization by demonstrating a proactive approach to preventing harassment and ensuring a fair process for handling complaints. This can help avoid legal issues that might arise if harassment goes unchecked, protecting the company’s reputation and minimizing the risk of costly lawsuits and settlements.
Sexual Harassment Policy Template
Introduction
[Company Name] is dedicated to maintaining a workplace free from sexual harassment. We believe that every employee has the right to work in an environment where they are treated with dignity and respect, regardless of gender, sexual orientation, or any other personal characteristics. This policy clearly defines sexual harassment, provides guidelines for reporting incidents, and ensures that all complaints will be investigated thoroughly, fairly, and in a timely manner.
What is Sexual Harassment?
Sexual harassment refers to unwelcome sexual advances, requests for sexual favors, or other verbal or physical conduct of a sexual nature that:
Creates a hostile or offensive work environment
Disrupts an employee’s job performance
Impacts an employee’s ability to engage in or benefit from workplace activities
Sexual harassment can take various forms, such as:
Verbal: Sexual remarks, jokes, innuendos, or insults
Visual: Displaying or sharing sexually explicit images or content
Non-verbal: Lewd gestures, stalking, or invading personal space
Physical: Unwanted touching or sexual assault
Threats or Coercion: Pressuring someone for sexual favors by threatening their job or benefits
This type of harassment can happen between employees at any level, including between supervisors and subordinates, as well as with non-employees like clients, vendors, or visitors.
Reporting Sexual Harassment
Reporting Options
Employees who experience or witness sexual harassment are strongly encouraged to report the incident as soon as possible. Reports can be made to any of the following individuals:
Your Supervisor: Often the quickest way to address the issue directly.
Human Resources Department: HR serves as a confidential resource, responsible for investigating complaints and ensuring a fair resolution.
Compliance Officer: If your company has one, this person handles sensitive or complex reports.
EEO Officer (Equal Employment Opportunity): This option is available if the complaint involves discrimination, including harassment.
Reporting Procedure
When reporting a sexual harassment incident, please provide as much detail as possible, including:
The type of harassment (e.g., verbal, visual, physical)
The dates, times, and locations where the incidents occurred
Names of any witnesses, if applicable
Specific details of the inappropriate behavior
Investigation
A designated investigator will promptly and thoroughly investigate all reports of sexual harassment. The investigation will be conducted with as much confidentiality as possible, ensuring that both the complainant and the respondent have the opportunity to present their side of the story and provide evidence or context.
Consequences
Disciplinary action will be taken against the offender based on the severity of the harassment. Potential consequences may include:
Verbal warning
Written warning
Suspension
Termination of employment
Anti-Retaliation
[Company Name] strictly prohibits retaliation against anyone who reports sexual harassment in good faith. Retaliation includes any negative action, such as demotion, termination, or creating a hostile work environment for the person who filed the complaint.
Training
[Company Name] will provide all employees with comprehensive training on this sexual harassment policy. The training will educate employees on what constitutes sexual harassment, their rights and responsibilities under this policy, and the procedures for reporting incidents.
Resources
Employees seeking more information or support can refer to the following resource:
POSH Act 2013 (Prevention of Sexual Harassment)
Policy Review
This policy will be reviewed and updated regularly to ensure it complies with current laws and regulations.
Disclaimer:
This policy is meant to provide general guidelines and should be used as a reference. This is not a legal document. Easy HR will not assume any legal liability that may arise from the use of this policy.