Sexual Harassment Policy Guidelines Part I

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Sexual Harassment Policy Guidelines – Part IPermission is hereby granted to modify and use the information in this draft sexual harassment guideline,Guest Posting provided you include reference to the author as shown at the end.We shall take all reasonable steps to see that this sexual harassment policy is followed everyone in our organization who has contact with employees. This prevention plan will include training sessions, ongoing monitoring of the work site and a confidential employee survey to be conducted and evaluated each year.

Sexual harassment refers to all types pansexual test of unwanted sexual attention. Sexual harassment does not mean occasional compliments of a socially acceptable nature. Sexual harassment refers to conduct which is offensive to the individual, which harms morale, and which interferes with the accomplishment of our organization mission. This includes pressure to provide sexual favors, and offensive, intimidating comments or actions concerning one’s gender or sexual orientation.

Four basic types of sexual harassment:1.     Verbal harassment: Sexually suggestive comments, e.g., about a person’s clothing, body, and/or sexual activities; sexually provocative compliments about a person’s clothes or the way their clothes fit; comments of a sexual nature about weight, body shape, size, or figure; comments or questions about the sensuality of a person, or his/her spouse or significant other; repeated unsolicited propositions for dates and/or sexual intercourse; pseudo-medical advice such as “you might be feeling bad because you didn’t get enough” or “A little Tender Loving Care (TLC) will cure your ailments”; continuous idle chatter of a sexual nature and graphic sexual descriptions; telephone calls of a sexual nature; derogatory comments or slurs; verbal abuse or threats; sexual jokes; suggestive or insulting sounds such as whistling, wolf-calls, or kissing sounds.

homophobic insults.2.    Physical harassment: Sexual gestures, e.g., licking lips or teeth, holding or eating food provocatively, and lewd gestures such as hand or sign language to denote sexual activity; sexual looks such as leering and ogling with suggestive overtones; sexual innuendoes; cornering, impeding or blocking movement, or any physical interference with normal work or movement; touching that is inappropriate in the workplace such as patting, pinching, stroking, or brushing up against the body, mauling, attempted or actual kissing or fondling; assault, coerced sexual intercourse, attempted rape or rape.3.    Visual harassment: Showing and distributing derogatory or pornographic posters, cartoons, drawings, books or magazines. 4.    Sexual favors.

For example, it is forbidden either to imply or actually withhold support for an appointment, promotion or change of assignment or suggest that a poor performance report will be given because an employee has declined a personal proposition. Also, offering benefits such as promotions, favorable performance evaluations, favorable assigned duties or shifts, recommendations or reclassifications in exchange for sexual favors is forbidden. Any employee found to have violated this policy shall be subject to appropriate disciplinary action according to the findings of the complaint investigation. If an investigation reveals that sexual harassment has occurred, the harasser may also be held legally liable for his or her actions under provincial and federal law.

Anyone making a false claim of sexual harassment will also be subject to disciplinary action.Any employee bringing a sexual harassment complaint or assisting in investigating such a complaint will not be adversely affected in terms and conditions of employment, or discriminated against or discharge because of the compliant. Complaints of such retaliation will be promptly and thoroughly investigated.

Sexual harassment can occur in any situation, but is especially common in situations where there is a power imbalance between the perpetrator and the victim, due to gender, race, sexual orientation, status or rank differences. Sexual harassment, however, can also occur between peers. Both women and men can be victims of sexual harassment, although it is most common for women to be harassed by men. Sexual harassment also occurs between members of the same sex. Sexual harassment differs from healthy sexual attraction because it is unwelcome and unsolicited. Sexual conduct becomes unlawful only when it is unwelcome. The challenged conduct must be unwelcome in the sense that the employee did not solicit or incite it, and in the sense that the employee regarded the conduct as undesirable or offensive.

The fair employment and housing act define sexual harassment as wrongful advances to satisfy one’s lust. It also includes harassment based on the gender of the employee at the workplace. If there is a disparity in treatment due to pregnancy,Guest Posting childbirth, or medical conditions, it can be considered sexual harassment. The Californian law forbids discrimination based on race, color, origin, sexual orientation, physical or mental incapacity.

According to Title VII of the civil right act, if any male superior authority subjects any male subordinate to any inappropriate sexual acts or gives rape threats or physical assault, that also amounts to sexual harassment in the workplace. The Fair Employment and housing act also contain the same provisions regarding sexual harassment. Most importantly, a single gesture or act of harassment is enough for the action to qualify as a sexual harassment act.

If an employer knows about prevailing sexual harassment in the workspace and refrains from taking action, the employee can file a case for sexual harassment and inaction of the employer. Furthermore, one can experience sexual harassment from the sexual predator himself. Or when people belonging to a peer group makes teasing, offhand comments that create a negative emotional state, it also amounts to sexual harassment. When an employer extends preferential treatment towards a particular employee about working hours, the promotion will also amount to sexual harassment.

Sexual harassment includes both sexual assault and sexual misconduct. Sexual assault happens when the predator tries to prey on the victim, taking advantage of his position in the organizational hierarchy. Everyone has a right to learn or work without subjecting oneself to harassment. When it happens, the predator violates civil laws. On the contrary, in the case of sexual assault, it is a criminal act directed towards the victim. Sexual assault includes forceful penetration or rape, touching to have a sexual relationship with the victim.

Whenever an employee or student doubts inappropriate behavior in the workplace or college, call a sexual harassment lawyer for guidance. Only a sexual harassment lawyer can gauge your situation and come up with advice to identify the gravity of the problem. Such conditions steal mental peace and happiness from the victim. Even the best sexual harassment lawyers d agree that each situation is different, and a detailed study of the case is desirable in every case. In some cases, the victims want to restrain the predator from continuing with his behavior. In other cases, the victim may file a compensation case. Sometimes, the employee may file a suit against the harassing employer with the Human resource department. Sometimes, it is inevitable to file a lawsuit with the Department of fair employment and housing or the equal employment opportunity commission.

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