Phase 2 Task 2 Group Project
Colorado Technical University
HRM 350-0803B-01 Workforce Effectiveness
Sexual Harassment Prevention
Professor Susan Stoker
September 10, 2009
Sexual Harassment Policy
Statement of Policy
The Home Company will not tolerate sexual harassment in any form, and such conduct will result in corrective action, up to and including dismissal. Sexual harassment is illegal and jeopardizes the work environment of tolerance, consideration, and mutual respect. The Home Company will take every step necessary to resolve complaints without delay. All appropriate personnel are prohibited from acts of retaliation against anyone who has complaints or is involved as witnesses in any action connected with the existing policy. The privacy of all involved in sexual harassment complaints will be protected to the extent it is possible. We are dedicated to preserving an environment in which the self-respect and dignity of each member of its community is respected and a working environment be created that is free from sexual harassment and that no employee be subject to such harassment.
Sexual Harassment is as Defined
Sexual harassment is any unwanted sexual advances, requests for sexual favors, and other verbal or physical conduct. Such behavior is prohibited according to the Civil Rights Acts 1991 and, legally both men and women are covered under such legislation. There are two main types of sexual harassment:
1. Quid Pro Quo is sexual harassment that is offered as a “bargain” (you give me this, Ill give you that).
The employee’s compliance to such conduct is made either explicitly or implicitly a team or condition of employment, or an employee’s compliance to or denial of such conduct is used as the basis for employment decisions affecting the worker’s position. 2. Environmental Sexual Harassment is a hostile work environment (an intimidating, hostile, or offensive atmosphere). The conduct unjustly interferes with a workers job performance or creates a threatening, hostile, or offensive work environment.
Penalties will be imposed based on the source of the facts of each case and the extent of harm to the company’s interest, as well as record indicating prior offences that are similar in nature by the accused person involved.
Our policy seeks to encourage employees and staff to convey freely, responsibly, and in an orderly way opinions and feelings about any problems or concerns of sexual harassment. Advocating reprisal, including interference, intimidation, and restraint, by a company employee or by one action on behalf of The Home Company, violates such policies and will immediately result in appropriate disciplinary action.
This policy is not intended to be used in a manner that promotes malicious complaints against employees. If a complaint has been made in ill will, disciplinary action will be taken against the parties involved in bringing such complaints.
All information that is obtain during the course of conduction informal interviews and formal investigations necessary to enforcing these policy will be given the full extent of confidentiality afforded by law to the employee personnel records. Revealing such information without prior authorization will be subjected to strict disciplinary actions.
Responsibility for Implementing
All appropriate personnel in a supervisory position who has knowledge of conduct involving sexual harassment that may have occurred in his or her unit must take action to address the situation at hand immeditaly.
Reporting Suspected Sexual Harassment
An employee who has any sexual harassment concerns or questions, prior to filing a formal complaint, my contact the Director of Human Resources for counsel and assistance. Any individual who believes that he or she has experienced sexual harassment, or believes he or she has observed sexual...
References: • Dotcr, (2001). Inside This Fact Sheet You 'll Find. Retrieved September 10, 2008, from Preventing Sexual Harassment A Fact Sheet For Employees Web site: http://www.dotcr.ost.dot.gov/Documents/complaint/Preventing_Sexual_Harassment.htm
• Cascio, Aguinis, Wayne F., Herman (2005). Applied Psychology in Human Resource Management. Upper Saddle River, New Jersey: Pearson Prentice Hall.
• Nickeles, McHugh, McHugh, William, James, Susan (2008). Understanding Business Eighth Edition. New York, NY: McGraw-Hill.
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