Healthcare and Medicine Reference
In-Depth Information
Box 4.1 Guidelines For a Sexual Harassment Policy
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Appreciate that you and your company can be held liable if your employ-
ees engage in sexual harassment.
Know that any unwelcomed sexual activity tied to employment decisions
or benefits is sexual harassment.
￿
Recognize that sexual harassment may include jokes, vulgar language, sex-
ual innuendoes, pornographic pictures, sexual gestures, physical grabbing or
pinching, and other unwelcomed or offensive physical touching or contact.
￿
Remember that every sexual harassment charge is extremely serious.
￿
Comprehend that employees who comply with unwelcomed sexual
advances can still be victims of sexual harassment.
￿
Realize that men as well as women may be sexually harassed.
￿
Understand that employees may wait a while before lodging sexual
harassment charges.
￿
Communicate Policy
￿
Issue a strong policy from the CEO against sexual harassment.
￿
Provide a clear definition of sexual harassment, using examples of inap-
propriate behavior.
￿
Review the policy with your employees on a regular basis.
￿
Discuss the policy with all new employees.
￿
Ensure that third-party suppliers and customers are aware of your sexual
harassment policy.
Establish Procedures
￿
Appoint a senior corporate official to oversee the implementation of the
policy.
Train your supervisors and managers to recognize and prevent sexual
harassment.
￿
Outline procedures to use in reporting sexual harassment.
￿
Designate a personnel officer or other appropriate manager, rather than
a direct supervisor, to receive sexual harassment complaints.
￿
Provide alternative routes for filing complaints.
￿
Keep all sexual harassment charges confidential.
￿
Enforce Policy
￿
Make sure employees who bring charges do not face retaliation.
Safeguard the rights of the accused.
￿
Investigate all sexual harassment charges quickly and thoroughly.
￿
Maintain accurate records of the investigation and the findings.
￿
Take immediate action when sexual harassment is discovered or suspected.
￿
￿
Discipline appropriately any employee found to have engaged in sexual
harassment.
￿
Safeguard your employees from third-party work-related sexual harassment.
Source: Roberts and Mann (2012) .
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