Employee Anti-Harassment Policy

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Employee Anti-Harassment Policy Powered By Docstoc
					Employee Anti-Harassment
Policy
This Employee Anti-Harassment Policy is used by small businesses to combat and
prevent harassment and discrimination in the workplace. This policy defines sexual
harassment and discrimination and sets forth the procedures employees should follow
to report incidents of harassment or discrimination. It also prohibits retaliation against
employees who report such incidents. This policy is ideal for small businesses or other
entities that want to maintain a work environment free from discrimination, harassment
and retaliation.
                       EMPLOYEE ANTI-HARASSMENT POLICY

_______________________ [Instructions: Insert the Company’s name] will take all
reasonable steps to prevent unlawful harassment from occurring. In addition to prohibiting other
forms of unlawful discrimination, _______________________ [Instructions: Insert the
Company’s name] maintains a strict policy prohibiting harassment because of gender, gender
identity, genetic characteristics or information, sex, race, color, national origin, ancestry,
religion, creed, physical or mental disability, cancer-related medical condition, marital status,
veteran status, sexual orientation, age, and any other basis protected by applicable federal, state,
or local law. All such harassment is prohibited. This anti-harassment policy applies to all
employees       and    independent       contractors   involved      in    the    operations      of
_______________________ [Instructions: Insert the Company’s name] and prohibits
harassment by any _______________________ [Instructions: Insert the Company’s name]
employee, including supervisors, co-workers, and independent contractors.

This anti-harassment policy also protects employees from harassment by clients, vendors, or
others doing business with _______________________. [Instructions: Insert the Company’s
name] If harassment occurs on the job by someone not employed by
_______________________, [Instructions: Insert the Company’s name] the procedures in this
policy should be followed as if the harasser were an employee of _______________________.
[Instructions: Insert the Company’s name]

SEXUAL HARASSMENT

The law defines sexual harassment as unwanted sexual advances, requests for sexual favors or
visual, verbal, or physical conduct of a sexual nature when: (1) submission to such conduct is
made a term or condition of employment; (2) submission to or rejection of such conduct is used
as basis for employment decisions affecting the individual; or (3) such conduct has the purpose
or effect of unreasonably interfering with an employee’s work performance or creating an
intimidating, hostile or offensive working environment. Sexual harassment is unlawful regardless
of the genders involved.

NATIONAL ORIGIN, RACE, AND OTHER FORMS OF HARASSMENT

Race and other forms of harassment can occur through verbal, physical, or other activity directed
at employees in protected categories. It may occur when co-workers and/or supervisors use slurs
or epithets referring to, for example, the national origin, race, or sexual orientation of an
employee. Or it may occur through other kinds of activity, such as placing graphic images
negatively connected to the race of an employee on or near the employee’s desk, locker, or work
location. All such activity is strictly prohibited under this unlawful harassment policy. If any
employee is uncertain as to the type of conduct prohibited under this policy, he or she should
contact management immediately.

PREVENTING SEXUAL AND OTHER FORMS OF HARASSMENT

Complaint Procedure


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Employees who believe they have been harassed on the job, including by persons doing business
with or for _______________________, [Instructions: Insert the Company’s name] should
provide a written or oral complaint to management as soon as possible. The complaint should
include details of the incident(s), names of individuals involved, and the names of any witnesses.

All incidents of sexual or other harassment that are reported must and will be investigated, even
if the alleged victim expresses a desire that _______________________ [Instructions: Insert
the Company’s name] not investigate. That is the law. _______________________
[Instructions: Insert the Company’s name] will immediately undertake or direct an effective,
thorough, and objective investigation of the harassment allegations. The investigation shall be
completed and a determination regarding the harassment alleged will be made and
communicated to the employee(s) who complained and to the accused harasser(s). If
_______________________ [Instructions: Insert the Company’s name] determines that
sexual or other prohibited harassment has occurred, _______________________ [Instructions:
Insert the Company’s name] will take effective remedial action commensurate with the
circumstances. Appropriate action will also be taken to deter any future harassment. If a
complaint of harassment is substantiated, appropriate disciplinary action, up to and including
termination, will be taken and _______________________ [Instructions: Insert the
Company’s name] will communicate to the complainant that action has been taken to prevent
further harassment. Additionally, independent contractors should use this Complaint Procedure
for any claim of sexual or other harassment.

ALL EMPLOYEES AND INDEPENDENT CONTRACTORS SHOULD NOTE THAT THE
FAILURE TO USE THIS COMPLAINT PROCEDURE MAY RESULT IN THE DEFEAT OF
ANY CLAIM OF SEXUAL OR OTHER HARASSMENT IF LITIGATED.

FALSE CLAIMS OF HARASSMENT

Any employee who makes a false claim of harassment will be disciplined, up to and including
termination of employment.

PROHIBITION AGAINST AND DUTY TO DISCLOSE ROMANTIC RELATIONSHIPS

In an effort to prevent supervisory problems, favoritism, the possibility of compromising
confidential information and/or trade secrets, morale problems, disputes or misunderstandings,
and potential sexual harassment cl
				
DOCUMENT INFO
Description: This Employee Anti-Harassment Policy is used by small businesses to combat and prevent harassment and discrimination in the workplace. This policy defines sexual harassment and discrimination and sets forth the procedures employees should follow to report incidents of harassment or discrimination. It also prohibits retaliation against employees who report such incidents. This policy is ideal for small businesses or other entities that want to maintain a work environment free from discrimination, harassment and retaliation.
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