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.