join our network! affiliate login  
Custom Search
GET OUR FREE EMAIL NEWSLETTERS!
Daily and Weekly Editions • Articles • Alerts • Expert Advice • Learn More
Search HR Guidebook:  
« Go Back

Sample Sexual Harassment Policy

Sexual harassment of any kind will not be tolerated and is grounds for immediate dismissal. Sexual harassment can be a continuing pattern or a single incident of unwelcome sexual advances, requests, or demands for sexual favors, physical contact of a sexual nature, and verbal abuse or threats of a sexual nature under any of these conditions:

1.  When submission to the conduct involves a condition of the individual’s employment, either stated or suggested;

2.  When the individual’s submission or refusal is used, or creates a condition where it might be used, as the basis of an employment decision that affect the individual; and

3.  The conduct unreasonably interferes with the individual’s job performance and ability to get the job done or creates a work environment that is intimidating, hostile, or offensive.

Employees are urged to take a complaint of sexual harassment to the director of human resources immediately or the vice president of their division or department, or any officer of the company. The director of human resources is responsible for investigating all charges fully and completely, regardless of the manner in which they are made and who is involved. All complaints and the investigation thereof are to be kept strictly confidential. All complaints will be investigated fully without bias and prejudgment. Such an investigation will include interviews with both parties to the complaint, and co-workers and former employees who may have knowledge of the situation. An investigator will be appointed by the director of human resources, and the investigator will have access to all personnel files and will be granted all necessary access to information.

  Any employee who engages in sexual harassment in violation of this policy will be subject to disciplinary action up to and including termination of employment.

Category:Legal Considerations

Categories:

Ogletree Deakins | California | The Opportunities and Obligations of Venture Capital and Private Equity in the #MeToo Environment (February 01, 2018)

Fisher Phillips | California | Glimmers of Hope? Pair of Recent PAGA Cases Provide Rare Procedural Victories for California Employers (January 31, 2018)

Fisher Phillips | California | DLSE Publishes Voluntary Template for Required Employer AB 450 Notice (February 11, 2018)

Ogletree Deakins | California | California’s Salary History Ban: Answers to Frequently Asked Questions (January 23, 2018)

Fisher Phillips | California | The ICEman Cometh? Recent War of Words Puts California Employers in the Crosshairs of National Immigration Debate (January 22, 2018)

Jackson Lewis P.C. | California | Trial Court Properly Denied Attorneys’ Fees To Plaintiff Who Proved His Termination Was Substantially Motivated By His Disabilities, But Was Not The Prevailing Party At Trial (January 21, 2018)

Ogletree Deakins | California | Cal/OSHA Approves Long-Awaited Housekeeper Injury Prevention Regulations (January 24, 2018)

Fisher Phillips | California | Cal/OSHA Approves Hotel Housekeeping Injury Standard – Likely to Go Into Effect Later This Year (January 21, 2018)

Jackson Lewis P.C. | California | California Labor Department Releases Form for Employers Responding to Immigration Agency Inspection (February 12, 2018)

Ogletree Deakins | California | As Marijuana Shops Thrive, California Employers Revisit Drug Policies (January 18, 2018)