Sexual Harassment Prevention
Phase 2 Task 2 Group Project Colorado Technical University HRM 350-0803B-01 Workforce Effectiveness Sexual Harassment Prevention Professor Susan Stoker September 10, 2009 Sexual Harassment Policy Statement of Policy The Home Company will not tolerate sexual harassment in any form, and such conduct will result in corrective action, up to and including dismissal. Sexual harassment is illegal and jeopardizes the work environment of tolerance, consideration, and mutual respect. The Home Company will take every step necessary to resolve complaints without delay.
All appropriate personnel are prohibited from acts of retaliation against anyone who has complaints or is involved as witnesses in any action connected with the existing policy. The privacy of all involved in sexual harassment complaints will be protected to the extent it is possible. We are dedicated to preserving an environment in which the self-respect and dignity of each member of its community is respected and a working environment be created that is free from sexual harassment and that no employee be subject to such harassment.
Sexual Harassment is as Defined Sexual harassment is any unwanted sexual advances, requests for sexual favors, and other verbal or physical conduct. Such behavior is prohibited according to the Civil Rights Acts 1991 and, legally both men and women are covered under such legislation. There are two main types of sexual harassment: 1. Quid Pro Quo is sexual harassment that is offered as a “bargain” (you give me this, Ill give you that).
The employee’s compliance to such conduct is made either explicitly or implicitly a team or condition of employment, or an employee’s compliance to or denial of such conduct is used as the basis for employment decisions affecting the worker’s position. 2. Environmental Sexual Harassment is a hostile work environment (an intimidating, hostile, or offensive atmosphere). The conduct unjustly interferes with a workers job performance or creates a threatening, hostile, or offensive work environment.
Penalties Penalties will be imposed based on the source of the facts of each case and the extent of harm to the company’s interest, as well as record indicating prior offences that are similar in nature by the accused person involved. Anti-retaliation Assurance Our policy seeks to encourage employees and staff to convey freely, responsibly, and in an orderly way opinions and feelings about any problems or concerns of sexual harassment.
Advocating reprisal, including interference, intimidation, and restraint, by a company employee or by one action on behalf of The Home Company, violates such policies and will immediately result in appropriate disciplinary action. Improper Complaints This policy is not intended to be used in a manner that promotes malicious complaints against employees. If a complaint has been made in ill will, disciplinary action will be taken against the parties involved in bringing such complaints. Confidentiality
All information that is obtain during the course of conduction informal interviews and formal investigations necessary to enforcing these policy will be given the full extent of confidentiality afforded by law to the employee personnel records. Revealing such information without prior authorization will be subjected to strict disciplinary actions. Responsibility for Implementing All appropriate personnel in a supervisory position who has knowledge of conduct involving sexual harassment that may have occurred in his or her unit must take action to address the situation at hand immeditaly. Reporting Suspected Sexual Harassment
An employee who has any sexual harassment concerns or questions, prior to filing a formal complaint, my contact the Director of Human Resources for counsel and assistance. Any individual who believes that he or she has experienced sexual harassment, or believes he or she has observed sexual harassment taking place, must immediately report it to the appropriate officials. The officials are as follows: “Director of Human Resources” “The Supervisor, when The Supervisor is not the accused” “The initial complaint can be communicated orally, but it must be signed and dated before any review or other actions are taken” Complaints should consist of:
Details concerning the incident(s) Dates and location of the incident(s) Any onlooker to the alleged incidents(s) or conduct Action(s) requested to resolve the accusation and prevent future violations of the policy Follow-Up Following the proper review and termination of the complaint, either the complainant or the accused parties involved may appeal the disposition of the matter according to existing procedures. Information concerning these procedures is available in the Human Resource Office. Sexual Harassment Do’s and Don’t s Do • Acknowledge that there is a problem • Tell the offender what you find offensive
Tell the offender that his or her actions make you uncomfortable • Specifically state what you expect as well as don’t expect from the offender. Don’t • Accept the blame for someone elses behavior, unless it truly is innocuous. • Ignore the behavior, unless it is truly innocuous. • Attempt to handle any sever or recurring harassment problem yourself, seek help. Sexual Harassment Complaint Form Notice of Acceptance Of Sexual Harassment Complaint On ________________________________________________ I received a complaint of sexual harassment from ________________________________________ (complainant).
Upon receipt of the complaint I took the following actions (initial each space): _______I advised complainant of: 1. The meaning and importance of the Sexual Harassment Policy 2. The penalties for making improper charges 3. The Home Company’s obligation to prevent retaliation 4. The Home Company’s policy on confidentiality _______I prepared notes of the allegations (see attached copy). _______I explained the options for handling the complaint. _______I explained that complaints must be submitted in writing before Assessment or other action takes place. ____________________________________ ___________________ Name of Person Who Received Complaint (Please Print) ________________________________________________________ Date Complaint Taken Complainant’s Acknowledgement of Advice and Choice of Resolution Option After being given the described advice above, I chose to primarily pursue resolution of my complaint through (initial one space): ______Individual resolution ______Arbitration ______Administrative analysis and resolution ______Investigation and hearing by a grievance committee ______I do not wish my complaint to be pursued The Home Company Sexual Harassment Complaint Form
Reserves the right to investigate my complaint if it is deemed necessary to defend the interests of the Company. I will be made aware if the Home Company chooses to conduct an investigation. I understand that I must present my complaint in writing before the Home Company is able to proceed or take any other necessary action. I also understand that my complaint must be shared with the accused so that the accused has an opportunity to reply, and that I will receive notification before to the accused is knowledgeable of my complaint. _______________________________________________
Signature of Complainant ______________________________________________ Date References: • Dotcr, (2001). Inside This Fact Sheet You’ll Find. Retrieved September 10, 2008, from Preventing Sexual Harassment A Fact Sheet For Employees Web site: http://www. dotcr. ost. dot. gov/Documents/complaint/Preventing_Sexual_Harassment. htm • Cascio, Aguinis, Wayne F. , Herman (2005). Applied Psychology in Human Resource Management. Upper Saddle River, New Jersey: Pearson Prentice Hall. • Nickeles, McHugh, McHugh, William, James, Susan (2008). Understanding Business Eighth Edition. New York, NY: McGraw-Hill.