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SEXUAL HARASSMENT POLICY
Discussion
An organization must have a sexual
harassment policy or it will face substantial risk in the event of such
a claim or suit. The policy should:
- Allow a complainant to report the conduct to any one of several
individuals;
- Contain examples of sexually harassing conduct;
- Indicate the employer’s willingness to promptly investigate every
claim; and
- Avoid any language that might discourage complaints.
Sample Policy
This organization is committed to
maintaining a work environment that is free of harassment of any kind,
including sexual harassment. Sexual harassment is defined as unwelcome
or unwanted sexual conduct, requests for sexual favors, and verbal,
nonverbal, or physical conduct of a sexual nature that adversely affects
the employee’s employment terms or conditions or creates an
intimidating, hostile, or offensive work environment. Such conduct is
strictly prohibited and will not be tolerated.
Nonprofit
encourages the reporting of all perceived
incidents of sexual harassment either through an informal or a formal
procedural mechanism. Anyone who retaliates against an employee who
reports harassment will be subject to disciplinary action.
To resolve a complaint of sexual
harassment informally, either notify the offender that his or her
behavior is unwelcome or, if you are uncomfortable discussing it with
the offender, notify anyone in your supervisory chain or the supervisor
of the alleged harasser. The supervisor will then attempt to resolve the
situation. If the alleged harasser is the executive director, notify a
member of the board of directors.
To initiate the formal procedure, notify
someone in your supervisory chain, the director of human resources, or
another member of Nonprofit management. The director of human
resources or another member of the senior management team will
investigate your complaint. To the extent possible, the complaints,
interviews with colleagues, and any documents discovered or generated
during the investigative process, will remain confidential. The results
of the investigation will be reported to the executive director who will
determine a course of action. The response can include various kinds of
disciplinary action including termination.
If the alleged harasser is the executive
director, a committee of the board will be established to investigate
the complaint and determine a course of action. The committee will be
charged with initiating and conducting the investigation within a
reasonable period of time.
The Nonprofit will conduct
follow-up interviews to determine that the appropriate steps were taken
and the issues were resolved.
Nonprofit
also encourages all employees to report
sexual harassment involving Nonprofit employees and third parties
conducting business with Nonprofit employees. The director of
human resources will investigate any such complaints, to the extent
practicable. The Nonprofit senior management team will determine
what, if any, action to take.
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