Healthcare and Medicine Reference
GUIDELINES FOR A SEXUAL HARASSMENT POLICY
IN THE WORKPLACE
Some employers have provided general policies that can also address sex-
ual harassment issues during the current economic downturn and include
the following principles.
Demonstrate a renewed commitment to eradicate and prevent sexual
Provide a clear definition of sexual harassment including both the giv-
ing of a favor or with the expectation of a returned favor, or quid pro
quo , and a hostile work environment.
Include enforceable penalties that the employer will impose for sub-
stantiated sexual harassment conduct.
Provide a detailed outline of
the grievance procedure employees
Develop and make qualified resource or contact persons available for
Make an expressed commitment to keep all sexual harassment com-
plaints and personnel actions confidential.
The US Equal Employment Opportunity Commission (1990)
forth principles that address sexual harassment:
An expressed commitment to eradicate and prevent sexual harassment;
A definition of sexual harassment including both quid pro quo and hos-
tile work environment;
An explanation of penalties that the employer will impose for substan-
tiated sexual harassment conduct;
A detailed outline of the grievance procedure employees should use;
Additional resource or contact persons available for consultation;
A clear commitment to keep all sexual harassment complaints and per-
sonnel actions confidential.
During the current economic downturn it is important that a com-
pany's basic policies incorporate these guidelines.
The American Academy of Pediatrics (AAP) described the broad and
varied setting in which its constituents worked. Personnel often moved
from the office, to a hospital, and to an educational environment within
a single day. AAP felt that the size and nature of each organization were
important factors that determined the degree of formality needed to help
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