This template provides a basic structure for your sexual harassment policy.
Sexual harassment is defined by the federal Equal Employment Opportunity Commission as "unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature when." For example:
Sexual harassment can be physical and psychological in nature. An aggregation of incidents can constitute sexual harassment even if one of the incidents considered on its own would not be harassing.
This is by no means a comprehensive list, but some examples include unwanted sexual behavior, such as:
As well as unwanted sexual advances, such as:
Anyone can be the victim of sexual harassment - regardless of their gender and the gender of their harasser.Here at [company name], we acknowledge sexual harassment as any sexual conduct that is unwanted by the person against whom it is directed. And we are committed to protecting all employees from such harassment.
We do not tolerate sexual harassment of any kind from our employees.Our main goal is to promote a healthy and safe environment for all of our employees. And that encompasses providing a work environment free of sexual harassment.
If you experience an unwelcome sexual advance, please immediately and firmly inform whoever is committing the act that their advances are unwelcome. And explicitly tell them that they need to stop if possible.If you can't provide this feedback in real-time, we encourage you to send it via email or even a Loom video. You are welcome to talk to [HR] regarding the best way to approach or phrase your message if you want assistance!We encourage you to file a complaint, if:
We take every complaint of sexual harassment very seriously. All complaints are confidential to the extent to which that is possible (information is disclosed strictly on a need to know basis). The identity of the complainant will be disclosed in the investigation process where necessary. But steps will be taken to ensure no retaliation is taken against the complainant regardless of the outcome.If you need to submit a complaint, please reach out confidentially to [HR contact]. They will help you set up an in-person meeting (if possible) to discuss who you are making the complaint against and give concrete examples. If the complaint is against the person listed above, please contact [HR contact] to make the complaint.We will immediately investigate the situation and take action where necessary. At the minimum, the employee will receive a written warning that their actions violate our sexual harassment policy. And [company name] will take action to minimize the contact between the 2 employees.A sexual harassment incident report will be filled for every complaint - regardless of the severity or determination of the investigation.We will take action against any employee found guilty of sexual harassment, up to and including termination of employment.We may also take action against anyone who actively or passively participates in sexual harassment. This includes:
Have a question about this policy? Reach out to [HR contact].