A clearly written, thoughtful sexual harassment policy clarifies your position to everyone on your staff, including potential perpetrators and their victims. It also provides solid proof to judges and juries that you’re committed to eliminating and preventing sexual harassment. Courts specifically look for such evidence that topdoes not tolerate inappropriate behavior.
The wording is up to you, but you’ll want to ensure that the language is clear, emphatic and easy to understand. Your policy should not read like a legal document or government regulation. It should answer questions, rather than raise them, and represent your most practical tool for educating employees about how to interact on the job.
You may use the model policy below or adapt it for your organization. The statement should appear on company letterhead, signed by the CEO or another high-level executive.
Sexual Harassment Policy
[Name of company]...(register to read more)
- How to Fire an Employee the Legal Way: 6 Termination Guidelines
- Violent reaction from boss may trigger retaliation lawsuit
- Require everyone to report harassment—you'll be justified firing those who don't
- Don't sweat legit transfers: Lateral moves OK if they truly don't affect pay and benefits
- Indefinite leave of absence isn't a reasonable accommodation