Sexual Harassment Policy

Download Sexual Harassment Policy PDF Format For Free

A safe and respectful work environment is necessary for any worker to feel fruitful and whole. Unwanted sexual harassment can kill a person’s morale and performance and even lead to serious legal consequences for the organization. This policy outlines our commitment to a workplace environment free from sexual harassment. We believe all employees are entitled to work with dignity and respect, independent of gender, sexual orientation, or any other consideration.

This policy defines sexual harassment, its implications, and the process of reporting any person who is a target or a witness of such behavior.

What is the Sexual Harassment Policy?

This Sexual Harassment Policy sets forth unacceptable workplace conduct of a sexual nature, all of which the Company will pursue with its established procedure and possible redress. There shall be no tolerance for any behavior that creates a hostile or offensive work environment, whether intentional or not. The policy includes but is not limited to the following.

  • Unwelcome Sexual Advances: This includes requests for sexual favors, propositions, or physical contact.
  • Verbal Harassment: Sexual comments, jokes, innuendos, or slurs.
  • Visual Harassment: Displaying or distributing sexually suggestive images or pornography.
  • Non-verbal Harassment: Lewd gestures, stalking, or unwanted physical proximity.

The policy applies to all forms of sexual harassment, irrespective of the gender or sexual orientation of the involved parties. It protects employees from harassment by supervisors, co-workers, clients, vendors, or anyone else encountered in a work-related setting.

Why is it Important to Have a Sexual Harassment Policy for the Company?

A Sexual Harassment Policy in the workplace serves two critical purposes: fostering a positive work environment and protecting your organization.

First, a clear policy sets the expectations and spells out that the organizational culture is that of respect. It communicates a clear message to the employees that sexual harassment will not be entertained or taken lightly. It gives them a mandate to report such cases and deters inappropriate behaviors from the onset. A respectful workplace results in higher morale, less stress, and a progressive career.

A well-articulated policy protects your organization. It proves a proactive stance in preventing harassment and a fair and consistent process for resolving complaints. This policy may protect your organization from potentially expensive legal problems if sexual harassment is not addressed. A perfect defense against these behaviors is essential to protect your company’s reputation and prevent costly lawsuits and settlements.

Sexual Harassment Policy Template

Introduction

[Company Name] is committed to providing a work environment free from sexual harassment. We believe all employees deserve to work with dignity and respect, regardless of gender, sexual orientation, or other factors. This policy defines sexual harassment, outlines the reporting procedures, and ensures a fair and prompt investigation of all reported incidents.

What is Sexual Harassment?

Sexual Harassment is unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature that

  • Creates a hostile or offensive work environment.
  • Interferes with an employee’s work performance.
  • Or affects an employee’s ability to participate in or benefit from company activities.

Sexual harassment can take many forms, including

  • Verbal: Sexual comments, jokes, innuendos, or slurs.
  • Visual: Displaying or distributing sexually suggestive images or pornography.
  • Non-verbal: Lewd gestures, stalking, or unwanted physical proximity.
  • Physical: Unwanted touching, sexual assault.
  • Threats or coercion: Threatening someone’s job or benefits in exchange for sexual favors.
  • Sexual harassment can occur between employees at different levels of the organization, including supervisors and subordinates. It can also arise between employees and non-employees, such as clients, vendors, or visitors.

    Reporting Sexual Harassment

    Reporting Options

    Employees who experience or witness sexual harassment are encouraged to report the incident promptly. You can report the incident to any of the following individuals

    • Your Supervisor: This is often the most direct route for addressing the issue.
    • Human Resources Department: HR is a confidential resource investigating complaints and ensuring a fair resolution.
    • Compliance Officer: Some companies may have a designated compliance officer to handle sensitive reports.
    • An EEO Officer (Equal Employment Opportunity): This option is available if you believe your complaint involves discrimination.

    Reporting Procedure

    When reporting an incident of sexual harassment, please provide as much detail as possible, including:

    • The nature of the harassment (verbal, visual, physical, etc.)
    • Dates, times, and locations of the incidents.
    • Names of witnesses (if any).
    • Specific details of the harassing behavior.

    Investigation

    A designated investigator will promptly and thoroughly investigate all reports of sexual harassment. The investigation will be conducted as confidentially as possible. Both the complainant and respondent will have the opportunity to be heard and present their version of events.

    Consequences

    Depending on the severity of the harassment, disciplinary action will be taken against the offender. This may include

    • Verbal Warning
    • Written Warning
    • Suspension
    • Termination of employment

    Anti-Retaliation

    [Company Name] prohibits retaliation against anyone who reports sexual harassment in good faith. This includes any adverse action such as demotion, termination, or creating a hostile work environment.

    Training

    [Company Name] will provide all employees with training on this sexual harassment policy. This training will help employees understand what constitutes sexual harassment, their rights and responsibilities under this policy, and how to report incidents.

    Resources

    Employees seeking additional information or support can access the following resources

    POSH ACT 2013

    Policy Review

    This policy will be regularly reviewed and updated to ensure compliance with all relevant laws and regulations.

    Questions

    If you have any questions about this policy, please get in touch with your supervisor, the Human Resources Department, or the Compliance Officer.

    Conclusion

    A safe and respectful work environment benefits everyone. This Sexual Harassment Policy is an essential tool in achieving that goal. By fostering open communication, setting clear expectations, and providing a fair complaint process, we can ensure all employees feel valued and empowered to contribute their best work. We encourage everyone to familiarize themselves with this policy and actively participate in creating a positive and inclusive work environment.

    FAQs

    What is the sexual harassment policy in India?

    In India, there are laws for the prevention and redressal of different forms of harassment, including sexual harassment in the workplace. The main Act in this area is the 2013 Act for Prevention of Sexual Harassment (POSH). The Act deals with preventing, prohibiting, and redressing sexual harassment.

    Who is protected under the POSH Act?

    The POSH Act extends its protection to all women working in an organization, whether permanent, temporary, or contractual, and whether they are workers or managers. It also includes women undergoing training or apprenticeship within the organization.

    What are the different types of sexual harassment?

    Sexual harassment may take several forms that include comments, jokes, and slurs; lewd gestures and stalking; sexual imagery and pornography; unwanted touching and assault. This may also include supervisors, co-workers, clients, customers, vendors, and any other individuals whom one may come into contact with in a working environment.

    How do I report sexual harassment?

    Most companies have well-documented reporting avenues, such as HR, a supervisor, a compliance officer, or an EEO officer. Report the incident immediately. Maintain a record of details, including dates, times, and witnesses, and provide a complete description of the harassing behavior.

    What are the consequences of a false sexual harassment complaint?

    The implications of filing a false complaint can be severe. If the investigation shows the complaint to be baseless, the complainant could be subject to discipline, up to and including termination.

    Download Sexual Harassment Policy Template

    Continue with Google or enter your details.

    or

    Transform your HR operations with factoHR today

    Choose a perfect plan satisfying your business demands and let factoHR handle all your HR’s tasks efficiently.
    Request Free Trial