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Developing a Sexual Harassment Policy

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Developing a Sexual Harassment Policy Jequon Thomas HRM 531 March 6, 2012 Dr. Mary Jo Moran Developing a Sexual Harassment Policy "Unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature constitute sexual harassment when this conduct explicitly or implicitly affects an individual's employment, unreasonably interferes with an individual's work performance, or creates an intimidating, hostile, or offensive work environment" (Tinkler, 2008 pg 419). Sexual harassment is not all sexual in nature. Simple teasing and offhand comments are not illegal unless it is so frequent or severe that it creates a hostile environment. Sexual harassment is also not limited to direct contact between people. If an act or discussion offends a bystander, it is sexual harassment. Sexual harassment is not limited to gender, and the harasser can be a supervisor, coworker, or a customer or client. It is very important for an employer to provide training and education to help prevent this act from happening. The employer is responsible for providing a positive, respectful, and productive work environment for all employees no matter race or gender. All employees have an obligation to contribute to a harassment and discrimination free workplace and notify someone if they: * feel uncomfortable in a situation because of someone's harassing, sexually suggestive, abusive, or discriminatory behavior, * felt that another's harassing, sexually suggestive, abusive or discriminatory comments or actions are improper in a work environment, * believe that another's harassing, sexually suggestive, abusive or discriminatory behavior impairs their ability to do their job. *…...

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