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IT, web, Internet, software, hardware, media, multimedia, photography, tech, information, technology, computer, business, company, pre-written, legal, contract, agreement, documents, templates, boilerplate, form, outline, text, terms, recitals hr Company SEXUAL HARASSMENT POLICIES AND PROCEDURES Introduction This Company Sexual Harassment Policies and Procedures were created the Company order provide protection the rights individuals and provide set common definitions and guidelines for code conduct while working for Company This policy written reflect both the Company existing Sexual Harassment Policies well the federal statutes under which the Company operates its business The goal this policy allow for environment that free Sexual Harassment way comparable protection the rights our employees customers contractors and vendors through standardized practices and procedures Company seeks increase awareness the Company Sexual Harassment Policies and Procedures and provide education and information for employees order help employees understand Sexual Harassment and the Company policy concerning Sexual Harassment well their rights and responsibilities employees the Company Definitions Sexual Harassment Sexual Harassment shall mean all behavior that considered unwelcome attention that sexual nature topic victim Sexual Harassment does not necessarily have the one directly harassed but may expanded include anyone who finds the behavior offensive and considers himself herself affected such behavior Sexual Harasser Sexual Harasser shall mean one who engaging Sexual Harassment Within the context working with the Company Sexual Harasser may but not limited worker supervisor manager customer even stranger Complainant Complainant shall mean the person persons who bring forth the complaint request for investigation into alleged Sexual Harassment Respondent Respondent shall mean the person persons toward whom the Sexual Harassment complaint directed The Respondent usually the Sexual Harasser the parties involved Sexual Harassment Policy Statement Company provides professional working environment and committed making such environment free from Sexual Harassment Sexual Harassment form sex discrimination and illegal The Company will not tolerate Sexual Harassment any form Insert whether your company requires training and what type training must completed The Company provides this training further their commitment educate and train their employees about Sexual Harassment and other workplace harassment issues Definition and Statutory Reference Harassment the basis sex discrimination and violation Title VII the Civil Rights Act 2000e and Title the Educational Amendments Sexual Harassment will often but not always exploit relationship that between individuals unequal authority power the workplace Examples include relationships such those between employee and manager between employee and supervisor lead between employee and another employee irrespective their positions with the Company Sexual Harassment not limited the gender either party not limited the superior subordinate relationship either party not limited Sexual Harassment that may occur within the confines the building office you may work nor limited the hours you work while employed the Company Sexual Harassment includes but not limited the following types behavior and situations written verbal comments emails telephone calls text messages that are sexual nature physical contact that sexual nature imposition terms conditions employment giving instruction employee whether explicitly implicitly that sexual nature use such behavior criteria whether explicitly implicitly for evaluation making decisions affecting individual employee conditions that create hostile intimidating environment workplace conditions that allow any such behavior perpetuated tolerated another employee individual relation the above items behavior considered sexually harassing may also include but not limited unwelcome sexual flirtations advances propositions verbal remarks sexual nature whether directed individual group including sexually explicit offensive jokes graphic degrading verbal written comments sexual nature about individual the individual appearance any suggestive unwelcome physical contact conduct sexual nature that interferes with employee activities with employee job performance assault Responsibility the Company responsibility investigate and respond all allegations Sexual Harassment manner that both consistent and accordance with the law Confidentiality The Company shall make all efforts respect the right confidentiality all the parties involved Sexual Harassment investigation The Company cannot absolutely guarantee the confidentiality privacy absolutely protect the identity any the parties involved investigation Sexual Harassment complaint Complaints Found Malicious Frivolous Charges complaints found malicious with the intent damage another person reputation standing may result sanctions imposed even charges filed against the Complainant the respondent Unsubstantiated Claims The failure substantiate Sexual Harassment claim shall not automatically constitute frivolous malicious charge Retaliatory Action Action taken against any individual whether employee otherwise that result that individual filing complaint seeking redress due incident incidents Sexual Harassment strictly prohibited Any such actions taken employees Company shall regarded separate causes for complaint and disciplinary action Seeking Remedy Redress Outside the Company The Company Sexual Harassment policy does not prevent employees from pursuing complaint with any third party agency Company Procedures The Company takes all complaints Sexual Harassment seriously The Company also has obligation investigate all claims Sexual Harassment brought forward Complainant thorough and judicious manner that also respects rights the respondent The Company shall consider any report its Executives its Human Resources Department Manager Supervisor Sexual Harassment complaint serious matter and the department supervisor who first takes the report must immediately notify his her superiors manager for further processing The person department first receiving the report must immediately notify the Human Resources Department that the complaint can recorded clarified and assigned staff member investigate and that the Company may take preventive and corrective action Company Sexual Harassment procedures are composed two parts Company intervention and Company conducted hearing Step Intervention Company Intervention attempt the Company resolve all Sexual Harassment complaints directly without focus either motive blame Resolution complaints this stage requires agreement the part all parties involved Agreement must voluntary and without duress the part either party Resolution the intervention step can often produce the greatest benefit all parties The Company will provide trained staff for facilitating the intervention step and intervention shall occur time and place the Company choosing Actions taken the intervention step include but are not limited listening the Complainant find out what action resolution she desires advising both the Complainant and the respondent the scope the Sexual Harassment Policy and the definition behavior having the Complainant meet with the respondent discuss the complaint while third party present providing information the respondent that concerns actions that the Complainant may consider Sexual Harassment undertaking initial investigation into the complaint conducting educational session educational workshop Sexual Harassment for the department Company and providing attendance record proof notice given the respondent this policy having supervisor manager executive counsel the respondent helping draft letter apology transfer either party voluntary resignation other appropriate level Company sanction conducting follow inquiry see the complaint has been resolved the Complainant still wishes take further action Record Keeping All complaints shall documented and stored confidential file Complaints must kept separate from any personnel other employment files Documentation must include name the Complainant and all respondents including complete description the complaint date witnesses and any other information relevant the case Reporting The Company Human Resources Manager responsible for communicating the Company insert Executive Board CEO President etc the number type and disposition Sexual Harassment complaints received All these communications shall confidential and shall not disclose the names the Complainant the respondent Complaint Withdrawal the case withdrawal the complaint the Complainant the intervention may may not continue the discretion the Company Confidentiality Communication and Complaints The Company will make every possible effort maintain confidentiality during the intervention however confidentiality cannot guaranteed Step Hearing The hearing the second procedure that the Company may undertake its discretion order resolve complaints Sexual Harassment The hearing will consist the following policies and procedures Timeliness Hearing All stages the hearing procedure shall have time limits imposed upon them that are both reasonable and expedient The Human Resources Director shall set all times and locations meetings hearing and other items relating the Sexual Harassment complaint and communicate and confirm such times each party writing Hearing should occur within ten business days after the formation Hearing Board Withdrawal the Complaint The Company should advise the Complainant about what will happen the Complainant wishes withdraw his her complaint this phase Should the Complainant wish withdraw the complaint the hearing may may not continue the discretion the Company Contents the Written Complaint The complaint must signed and dated the Complainant and include the name the parties involved the Complainant address the date the complaint the date period time that the complaint takes place the nature and description the harassment and any accompanying information that the Complainant deems appropriate The Company Human Resources Department shall treat any written notification any employee manager whether received electronically otherwise notification Sexual Harassment and shall begin the appropriate investigation however for the purposes the hearing phase the Company Sexual Harassment Report must signed and completed the Complainant prior the start the complaint hearing Notification Hearing Procedure The Company shall notify all parties the time place and rules concerning the hearing procedure The hearing shall occur less than ten business days from the date the notification allow all parties gather their evidence and testimony except the case unilateral agreement all parties that the hearing should proceed sooner later than the allotted ten business days Hearing Board The Hearing Board shall consist the following members participants Insert board member name title Insert board member name title Insert board member name title Insert many additional members you require The Hearing Board shall designate Hearing Officer who shall preside over the hearing Hearing Procedure The hearing intended provide opportunity determine whether Sexual Harassment has occurred and whether the Company Sexual Harassment policy has been violated Each party shall given complete and fair hearing The hearing process shall formal but not considered court proceeding either party Nothing contained the hearing process statements testimony found the hearing panel shall construed binding considered evidence court law All parties involved the Sexual Harassment complaint shall have the right retain legal representation they wish Each party shall expected give testimony and the hearing panel will record and hear all evidence that believes relevant the Sexual Harassment complaint The hearing shall conducted follows The Hearing Officer shall read the complaint and ask the respondent either confirm admit deny dispute the complaint Both parties may make opening statements Opening statements should brief respectful all parties present the hearing procedure and should not used present evidence The Hearing Board shall give all parties the opportunity present evidence relevant the complaint Both parties may make concluding statements Parties may should they wish submit any additional written arguments testimony the Hearing Board this time The Hearing Board shall then deliberate and majority vote its members make finding whether the Company Sexual Harassment policy was violated and what actions sanctions should occur that the Company deems appropriate and consistent with this Sexual Harassment Policy Outcome and Record Keeping The outcome the hearing shall decided the Hearing Board and all findings recorded the Human Resources Department and entered the appropriate personnel file During the hearing procedure and sanction the Company shall make every reasonable attempt keep the Sexual Harassment complaint and all associated documents confidential however confidentiality cannot guaranteed Appeal Either Intervention Hearing Each party involved Sexual Harassment complaint has the right appeal Appeals can made completing written request appeal the Human Resources Department Contact Information Questions comments concerns regarding the Sexual Harassment Policy may directed HREmail the following Sexual Harassment Advisor Company representative HRContactName Changes this Sexual Harassment Policy The practices described this Sexual Harassment Policy are current CurrentDate Company reserves the right modify amend this Policy any time consistent with the requirements the Sexual Harassment Principles Appropriate public notice will given concerning such amendments This Policy may changed periodically accordance with the requirements the Sexual Harassment Principles Effective Date CurrentDate Approval Approver
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