Sexual Harrassment Law Policy Inacuracy

Below is an example of a Sexual Harassment Complaint Policy section of an HR manual. Please perform the following actions:

1. Write a detailed description of the inaccuracies/problems/missing elements in the policy.
(this includes identifying the elements of the law(s) that apply)

VII. SEXUAL HARASSMENT
XYZ is committed to maintaining a working environment which is free of sexual harassment. Sexual harassment of employees, volunteers and clients will not be tolerated and may be grounds for disciplinary action and termination. Sexual harassment includes any unwelcome sexual advances, demand, behavior, whether visual, verbal, or physical that affects job benefits, interferes unreasonably with an employee’s work performance, or creates an intimidating, hostile, or offensive work environment.

If an employee is being sexually harassed by a supervisor, co-worker, or third party, the employee should contact a supervisor and make a statement, verbally or in writing, describing the conduct alleged to be sexual harassment.

The supervisor receiving the complaint should thoroughly investigate the matter along with the Executive Director, and as soon as is reasonably possible respond to the employee’s complaint. In determining the appropriate level of action, the Executive Director and/or the Personnel Committee shall take into account the severity and pervasiveness of the conduct

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