XYZ Company Sexual Harassment Policy
The XYZ Company prohibits unlawful discrimination, including harassment, on the basis of race, color, religion, sex, national origin, age, disability, veteran's status, sexual orientation, or gender identity. Sexual harassment is a form of sex discrimination that is specifically prohibited by the XYZ company policy. The XYZ Company harassment policy will strictly be based on the provisions of Title VII of the Civil Rights Act of 1964 and any other applicable laws that prohibit discrimination because of sex.
The XYZ Company is committed to creating and maintaining an environment free of sexual harassment. Every member of the company should be aware that the company will not tolerate sexual harassment and that both law and company policy prohibit such behavior. This policy will protect all employees, contractors, agents, and customers and any other entity associated with the company. The company will take prompt and appropriate action to prevent, correct, and if necessary, discipline behavior that violates this policy. All company employees are responsible for adhering to and participating in the creation of a company environment free from sexual harassment.
Sexual harassment is "harassment on the basis of sex that has the purpose or effect of substantially interfering with a person's work performance or creating an intimidating, hostile, or offensive work environment." (Dessler, G, pg. 33) The Equal Employment Opportunity Commission (EEOC) is "the commission, created by Title VII, is empowered to investigate job discrimination complaints and sue on behalf of complainants." (pg. 31) The EEOC's Guidelines define two types of sexual harassment: "quid pro quo" and "hostile environment." The Guidelines provide that "unwelcome" sexual conduct constitutes sexual harassment when "submission to such conduct is made either explicitly or implicitly a term or condition of an individual's employment." "Quid pro quo harassment"...
References: Dessler, G. (2005). Human Resource Management, 10th Edition. Upper Saddle River, New Jersey: Pearson Prentice Hall.
Gross, B., (1999). Manager 's Guide to Receiving Harassment Allegations: What to Do. Retrieved from website October 3, 2006
The U.S. Equal Employment Opportunity Commission, (1990). Policy Guidance on Current Issues of Sexual Harassment. Retrieved from website October 3, 2006
Information for Employers: Writing an Effective Sexual Harassment Policy. Retrieved from website October 3, 2006
Teaching with Documents: The Civil Rights Act of 1964 and The Equal Employment Opportunity Commission. Retrieved from website October 3, 2006
Please join StudyMode to read the full document