Free Sample Harassment Policy
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Sample Harassment Policy


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Harassment

PURPOSE:

The purpose of this policy is to provide employees with a harassment-free work environment and to resolve harassment disputes.  This policy does not provide entitlement to damages or any expansion of legal remedies provided by either state or federal law.

POLICY:

Employees should be able to work in an environment free of harassment.  THIS IS WHERE YOU WOULD INCLUDE ANY CIVIC, STATE OR FEDERAL LAWS OR STATUTES THAT ADDRESS WORKPLACE HARASSMENT.

Harassment of ANY employee by ANY other employee on the basis of race, religion, color, national origin, ancestry, physical handicap, medical condition, marital status, sex, age, or sexual orientation is prohibited.

Department managers and supervisors shall provide a work environment free from harassment.  Managers and supervisors will inform their employees of this policy and the complaint procedure, and shall report instances of harassment to their respective managers/supervisors or the Director of Human Resources.

Disciplinary action up to and including termination may be imposed for harassing behavior as defined below.

DEFINITIONS OF HARASSMENT:

Verbal - Epithets, derogatory comments or slurs.

Physical - Physical conduct that is sexual or offensive in nature.

Visual - Derogatory posters, notices, e-mail, bulletins, cartoons or drawings.

Sexual  - Sexual advances, requests for sexual favors, and other verbal or physical sexual conduct when:

·         Submission to such conduct is an explicit or implicit term or condition of employment or;

·         Submission/rejection of such conduct is used for employment decisions affecting an individual or;

·         Such conduct has the purpose or effect of interfering with an individual's work performance or creating an intimidating, hostile or offensive working environment.

COMPLAINT PROCEDURE:

Informal Complaint Procedure: An employee tells the offending individual that the behavior is unwelcome, offensive or inappropriate.  If the offended employee is reluctant to confront the offending individual, the offended employee shall inform a supervisor, manager or the Director of Human Resources.  The supervisor, manager or the Director of Human Resources shall bring the complaint to the attention of the alleged offending individual or the individual’s manager or supervisor.  If the offended individual or alleged offending individual is not satisfied with the resolution, a formal written complaint must be filed by one of them.

Formal Complaint Procedure: A formal written complaint is filed with the Director of Human Resources.  Only a signed written complaint will be investigated under this procedure.  The Department Manager and Director of Human Resources will determine if any corrective action will be taken.

A formal written complaint is a signed account of what occurred and includes the names of all persons who were present.  The formal complaint must be filed within  days of the incident, unless circumstances justify submitting it beyond  from the date of the incident.

If the complaint is against the Director of Human Resources, then it is filed with the Vice President.

If the formal complaint is against a department manager, then it is filed with the Vice President and the Director of Human Resources.

When the Director of Human Resources and the department manager (or the Vice President) have completed the investigation, they shall forward their investigation report and decision to the CEO.

RIGHT OF APPEAL

The decision may be appealed by the offended individual or the alleged offending individual by requesting a hearing.  A request for such hearing shall be made in writing to the Department of Personnel Services within  working days from date of receipt of the decision.

 


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