Sexual Harassment Policy Template

Introduction

What is Sexual Harassment?

Sexual harassment is defined by the federal Equal Employment Opportunity Commission as "unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature when." For example, but not limited to:

1. Only hiring someone on the condition (explicit or implicit) that they submit to such conduct.
2. Managers basing employment decisions on whether that employee submitted or rejected sexual advances.
3. Such conduct interferes with the individual's work performance or creates an intimidating, hostile, or offensive working environment.

Sexual harassment can be physical and psychological in nature. An aggregation of incidents can constitute sexual harassment even if one of the incidents considered on its own would not be harassing.

Behaviors/Actions That Constitute Sexual Harassment

This is by no means a comprehensive list, but some examples include unwanted sexual behavior, such as:

• Molestation.
• Inappropriate touching.
• Pinching.
• Patting.
• Poking.
• Grabbing.
• Intentional, sexually brushing against another employee’s body.
• Rape.
• Sexual battery.
• Any attempt or threat to commit any of the above.

As well as unwanted sexual advances, such as:

• Propositions.
• Jokes.
• Noises.
• Gestures.
• Comments.
• Offering preferential treatment, compensation, or reward in exchange for sexual favors.
• Threatening an employee’s standing in the company if they do not submit to sexual advances.
• Sending or displaying sexually explicit material.

Who Can Be a Victim of Sexual Harassment?

ANYONE can be the victim of sexual harassment regardless of their gender and the gender of their harasser.

At our company, we acknowledge sexual harassment as any sexual conduct that is unwanted by the person against whom it is directed. And we are committed to protecting all employees from such harassment.

Sexual Harassment Policy

What Is Our Sexual Harassment Policy?

We do NOT tolerate sexual harassment of ANY kind from our employees.

Our main goal is to promote a healthy and safe environment for all of our employees. And that encompasses providing a work environment free of sexual harassment.

What to do if you are harassed

If you experience an unwelcome sexual advance, please immediately and firmly inform whoever is committing the act that their advances are unwelcome. And explicitly tell them that they need to stop if possible.

If you can't provide this feedback in real-time, we encourage you to send it via email or even a Loom video. You are welcome to talk to HR regarding the best way to approach or phrase your message if you want assistance!

We encourage you to file a complaint, if:

• You are unable to give the feedback directly for any reason.
• You confront them, and they do not stop.
• The behavior repeats.

What Happens When a Complaint is Filed

We take every complaint of sexual harassment very seriously. All complaints are confidential to the extent to which that is possible (information is disclosed strictly on a need to know basis). The identity of the complainant will be disclosed in the investigation process where necessary. But steps will be taken to ensure no retaliation is taken against the complainant regardless of the outcome.

If you need to submit a complaint, please reach out confidentially to HR. They will help you set up an in-person meeting (if possible) to discuss who you are making the complaint against and give concrete examples. If the complaint is against the person listed above, please contactto make the complaint.

We will immediately investigate the situation and take action where necessary. At the minimum, the employee will receive a written warning that their actions violate our sexual harassment policy. And we will take action to minimize the contact between the 2 employees.

A Sexual Harassment Incident Report will be filled for every complaint — regardless of the severity or determination of the investigation.

We will take action against any employee found guilty of sexual harassment, up to and including termination of employment.

We may also take action against anyone who actively or passively participates in sexual harassment. This includes:

• Witnessing and not coming forward.
• Turning a blind eye.
• Failure to provide any available evidence or testimony.
• Any action that is taken to prevent punishment or termination of the accused employee.

Questions? Comments? Concerns?

Have a question about this policy? Reach out to a member of our HR department.

*Disclaimer from Trainual

Please note that this template is not a legal document. And its information is for general knowledge and educational purposes only — not to provide advice on how to structure your organization's processes and/or policies. Meaning, this template should never be taken in place of legal advice. 

To use, you will need to customize this template to meet all your company's requirements. So, please update it with any and all relevant information before rolling it out (like deleting this step)!