Sexual,Harassment,Policy,Guide DIY Sexual Harassment Policy Guidelines Part I

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Sexual Harassment Policy Guidelines – Part IPermission ishereby granted to modify and use the information in this draft sexualharassment guideline, provided you include reference to the author asshown at the end.We shall take all reasonable steps to see thatthis sexual harassment policy is followed everyone in our organizationwho has contact with employees. This prevention plan will includetraining sessions, ongoing monitoring of the work site and aconfidential employee survey to be conducted and evaluated each year. Sexualharassment refers to all types of unwanted sexual attention. Sexualharassment does not mean occasional compliments of a sociallyacceptable nature. Sexual harassment refers to conduct which isoffensive to the individual, which harms morale, and which interfereswith the accomplishment of our organization mission. This includespressure to provide sexual favors, and offensive, intimidating commentsor actions concerning one's gender or sexual orientation. Four basic types of sexual harassment:1.   Verbal harassment: Sexually suggestive comments, e.g., about aperson's clothing, body, and/or sexual activities; sexually provocativecompliments 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/herspouse or significant other; repeated unsolicited propositions fordates and/or sexual intercourse; pseudo-medical advice such as "youmight be feeling bad because you didn't get enough" or "A little TenderLoving Care (TLC) will cure your ailments"; continuous idle chatter ofa sexual nature and graphic sexual descriptions; telephone calls of asexual 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 orsign language to denote sexual activity; sexual looks such as leeringand ogling with suggestive overtones; sexual innuendoes; cornering,impeding or blocking movement, or any physical interference with normalwork or movement; touching that is inappropriate in the workplace suchas patting, pinching, stroking, or brushing up against the body,mauling, attempted or actual kissing or fondling; assault, coercedsexual intercourse, attempted rape or rape.3.    Visual harassment: Showing and distributing derogatory or pornographic posters, cartoons, drawings, books or magazines. 4.   Sexual favors: Persistent pressure for dates, unwanted sexual advancesthat condition an employment benefit upon an exchange of sexual favors.Itis not permissible to suggest, threaten or imply that failure to accepta request for a date or sexual intimacy will affect an employee’s jobprospects. For example, it is forbidden either to imply or actuallywithhold support for an appointment, promotion or change of assignmentor suggest that a poor performance report will be given because anemployee has declined a personal proposition. Also, offering benefitssuch as promotions, favorable performance evaluations, favorableassigned duties or shifts, recommendations or reclassifications inexchange for sexual favors is forbidden. Any employee found tohave violated this policy shall be subject to appropriate disciplinaryaction according to the findings of the complaint investigation. If aninvestigation reveals that sexual harassment has occurred, the harassermay also be held legally liable for his or her actions under provincialand federal law. Anyone making a false claim of sexual harassment willalso be subject to disciplinary action.Any employee bringing asexual harassment complaint or assisting in investigating such acomplaint will not be adversely affected in terms and conditions ofemployment, or discriminated against or discharge because of thecompliant. Complaints of such retaliation will be promptly andthoroughly investigated.Sexual harassment can occur in anysituation, but is especially common in situations where there is apower imbalance between the perpetrator and the victim, due to gender,race, sexual orientation, status or rank differences. Sexualharassment, however, can also occur between peers. Both women and mencan be victims of sexual harassment, although it is most common forwomen to be harassed by men. Sexual harassment also occurs betweenmembers of the same sex. Sexual harassment differs fromhealthy sexual attraction because it is unwelcome and unsolicited.Sexual conduct becomes unlawful only when it is unwelcome. Thechallenged conduct must be unwelcome in the sense that the employee didnot solicit or incite it, and in the sense that the employee regardedthe conduct as undesirable or offensive. NOTE: An employee who waspreviously involved in a mutual consenting intimate relationship withanother person maintains his or her entitlement to protection fromsexual harassment, but s/he should inform the other party that anyfurther sexual advances are unwelcome. Sexual harassmentdegrades all persons and creates a hostile work environment. It isextremely costly for employers as well as damaging to employees. Theeffects of sexual harassment on the complainant may include loss ofself-confidence and self-esteem, physical symptoms of stress,diminished work productivity, and low morale.To fight sexual harassment, remember four tactics: confront, report, document, and support. CONFRONTthe harasser. Say No Clearly. Inform the harasser that their attentionsare unwanted. Make clear you find the behavior offensive. If itpersists, write a memo to the harasser asking them to stop; keep acopy. REPORT the problem immediately, verbally and/or inwriting directly to your supervisor, or to the supervisor of theaccused, and to your union steward. Our door is always open and anyonewho has been harassed or thinks harassment is occurring, can seek ourconfidential advice. We will speak with the accused at your request andinform them about illegal conduct and its consequences. We have azero-tolerance policy for sexual harassment. If the incident isconfirmed, the offending employee faces the following possiblesanctions: verbal or written reprimand, negative evaluation, denial ofpromotion, poor recommendations, suspension, demotion, forcedresignation, and termination. We will make every effort to create anatmosphere of comfort for recipients of sexual harassment to requestassistance in the resolution of complaints, but at the same time wewill also protect the rights of the accused until proven guilty. Note:A single sexual advance, unless severe, may not constitute harassmentunless it is linked to the granting or denial of employment oremployment benefits. The unwelcome, intentional touching of a person’sintimate body areas is sufficiently offensive to be considered severe,and even a single incident can be considered as harassment. Askingsomeone for a date is not considered severe. But a repetitive series ofnon-severe incidents will be considered harassment if the offender wastold to stop. It is important for the victim to communicate that theconduct is unwelcome, particularly when the alleged harasser may havesome reason to believe that the advance may be welcomed such as aprevious consenting relationship.SEXUAL POLLUTIONThereare some acts perceived by the recipient to have a "sexual nature" thatare offensive and annoying, but may not be sexual harassment. Theseoffensive behaviors in the workplace pollute the working environment.Therefore, these acts have been labeled sexual pollution. Sexualpollution has the potential of becoming a sexually harassing act. It isan offensive act and should be considered improper. Examples of sexualpollution are: continuous "pet" name calling, such as "baby," "sweetie,"or " honey"; referring to an individual as a "hunk," "fox," or"broad"; referring to men in general as "dogs," "swine," or to women as"bitches," "wenches, " or "chicks"; remarks of a sexual nature, opendisplays of written and pictorial erotica, or nude photographs orposters (such as a nude magazine centerfold) in the workplace, andcontinuous gift giving with the intention of getting sexual favors inreturn.A single act of sexual pollution by itself may notconstitute sexual harassment. However, continuous acts with theappearance of a sexual nature probably would be. The "reasonableperson” standard will be used to determine if it is or not.DOCUMENTthe harassment. While the incident is still fresh in your mind, writedown what happened, where, when, and how you responded, if possible,word for word. Include the names of witnesses, if any. Keep notes in ajournal or notebook to show a continuous record. Send a dated,certified, return-receipt letter to the harasser, asking that theharassment stop, and keep a copy for yourself. Use your telephoneanswering machine to tape phone calls from the harasser, and save phonemessages that are left for you. Keep the records in a safe place, awayfrom work. Documentation will be essential if you must defend yourselfin court or before an administrative hearing panel. Document your work.Keep copies of performance evaluations and memos that attest to thequality of your work. The harasser may question your job performance inorder to justify his behavior. SEEK SUPPORT from others. Talkto a friend, colleague, or relative, an organized group, or counselor,and your supervisor or someone in personnel that you trust. Not onlywill you benefit, you may learn of others who have had similarexperiences who can offer strategies for dealing with the harassmentand support. Look for witnesses and other victims. You may not be thefirst person who has been mistreated by this individual. Ask arounddiscretely; you may find others who will support your charge. Twoaccusations are much harder to ignore. Get the union steward involvedright away.REMEDIES AVAILABLE TO VICTIMS OF SEXUAL HARASSMENTIfyou have been discriminated against on the basis of sex, you areentitled to a remedy that will place you in the position you would havebeen in if the discrimination had never occurred. You may be entitledto hiring, promotion, reinstatement, back pay and other remuneration.You may also be entitled to damages to compensate you for futurepecuniary losses, mental anguish and inconvenience. Punitive damagesmay be available, as well, if an employer acted with malice or recklessindifference. You may also be entitled to attorney's fees.ARE YOU THE HARASSER?Thoseaccused of sexual harassment are often surprised to learn how theirbehavior is perceived by those who feel victimized by such behavior. •   Review your attitudes and actions toward others. Examine how othersrespond to what you do and say. Is your behavior sex-neutral andbias-free? •    Imagine yourself a victim of unwelcome sexual attention by someone having control over your career or livelihood. •    Consider the impact you have on other's attitudes toward their work and self-esteem. •   Do not assume that your colleagues, peers or employees enjoy sexuallyoriented comments about their appearance, or being touched or staredat. •    Do not assume that others will tell you if they are offended or harassed by what you say or do. •   Be aware of other's feelings and responses to sexual harassment. Couldyour behavior cause others to experience the vulnerability,powerlessness, and anger described by victims?Permission ishereby granted for you to modify and use the information in thisarticle provided that you include a reference as follows: Original document created by Al Link (4 Freedoms Relationship Tantra)