Components Of Sexual Harassment Policy

Sexual Harassment
Sexual harassment refers to actions that are sexually directed, are unwanted, and subject the worker to adverse employment conditions or create a hostile work environment. It can occur between a boss and a subordinate, among coworkers, and when nonemployees have business contracts with employees.
Most of the sexual harassment charges filed involve harassment of women by men. However, some sexual harassment cases have been filed by men against women managers and supervisors, and some have been filed by both men and women for same sex harassment (Mathis & Jackson, 2010).
Employers must be proactive to prevent sexual harassment. If the workplace culture fosters harassment, and if policies and practices do not inhibit harassment, an employer is wise to reevaluate and solve the problem before lawsuits follow. To deal effectively with sexual harassment, the below are recommended: * Establish a sexual harassment policy. * Communicate the policy regularly. * Train employees and managers on avoiding sexual harassment. * Investigate and take action when complaints are voiced.
Sexual harassment policy
An effective policy on sexual harassment requires more than statement of compliance with the law. It must be designed to both prevent sexual harassment and remedy any that might occur. The recommended components of this policy include: * An effective policy statement * An effective complaint procedure * Training programs for all members of the organization
Effective policy statement
The components of an effective statement are(Barickman & Paludi,1998): * A statement of principles, specifying that sexual harassment is illegal and won’t be tolerated * A definition of sexual harassment, including peer sexual harassment, and examples of behaviors that constitute sexual harassment. * A statement outlining the impact of sexual harassment on employees and the workplace * Employees’ responsibility to report sexual harassment. * Organization responsibility in responding to a report of sexual harassment. * A statement concerning confidentiality * Description of the investigatory process. * A statement concerning sanctions for sexual harassment, retaliation, and false complaints. * An identification of individuals responsible for hearing complaints * An identification of the personnel services and assistance programs available to assist those with a complaint of sexual harassment.
The below are also recommended with respect to the policy statement (Gumport & Greenwood, 2009): * The policy should be drafted in sex-neutral terms. * The statement should contain an alternative procedure for complaints if the investigator is the alleged harasser. * The statement must be available in languages in addition to English, for whom English is not their first language. * The statement must be revised when new case law and state law modifications make it appropriate. * The policy statement must be reissued at least once a year and sent to all employees as well as posted throughout the workplace and in employee manuals.
Sexual Harassment investigatory procedure
Procedures for investigating sexual harassment complaints must take into account the individual’s emotional responses. These responses can include the feelings of powerlessness, isolation, changes in social network patterns, and wish to gain control over their personal and career development. Considering these responses in the investigative process, will assist individuals to recovery from the trauma of being sexually harassed (Plaudi & Barickman, 1998).
Remedial actions
The remedial actions following the investigation can be one of the following: * Verbal or written warning * Dismissal and firing from the job * Unpaid suspension * Demotions
Plaudi and Barickman (1998) also recommended a follow up with the complainant for at least one year to determine whether the resolution of the complaint is satisfactory and if there has been any recurrence of the sexual harassment.
Sexual harassment awareness training
Effective training programs are designed to enforce this policy inside the organizations. All the employees will clearly receive the message that the sexual harassment will not be tolerated by any member of the organization. The training will provide all individuals with clear understanding of the sexual harassment policy , its components and their responsibilities in such cases.
This training must be mandatory for all employees and they must sign an acknowledgment receipt that indicates their participation.

References * Michele Paludi, Ph. D., Richard Barickman, 1998, Sexual Harassment, work, and education: a resource for prevention. * Patricia Gumport, John Ed. Greenwood, 2009, Academic Pathfinders. * Mathis & Jackson, 2010, Human Resources Management. *