Sexual Harassment Policy
"Harassment on the basis of sex is a violation of Title VII when such conduct has the purpose or effect of substantially interfering with a person 's work performance or creating an intimidating, hostile, or offensive work environment. The EEOC 's guidelines further assert that employers have an affirmative duty to maintain workplaces free of sexual harassment and intimidation" (Dessler, 2005, p. 32-32).
The Civil Rights Act of 1991 permits victims of sexual harassment and other intentional discrimination the right to have jury trials and to collect compensatory damages for pain and suffering and punitive damages in cases in which the employer acted with malice of reckless indifference to the individual 's rights (Dessler, 2005). Therefore, it is of utmost importance to Widgets, Inc. that all employees, managers, customers, and members become aware, informed, and knowledgeable of the policies and procedures pertaining to such harassment, as well as the consequences that will occur from a violation. The following document is Widgets, Inc. 's sexual harassment policy statement. All employees are required to be familiar with its contents in their entirety.
1. POLICY STATEMENT
1.1 Sexual harassment is a form of sex discrimination in violation of federal and state law and Widgets Inc. policy, and will not be tolerated. Widgets, Inc will respond promptly to all complaints of sexual harassment. Employees, managers, and members shall be aware that violation of this policy will lead to serious disciplinary action up to and including dismissal (University of North Carolina, 2003).
1.2 Widgets, Inc. hereby affirms its desire to maintain a work environment for all employees that is free from all forms of harassment and discrimination. Widgets, Inc. wishes to maintain an environment which supports and rewards individuals on the basis of such relevant factors as honesty, integrity, and work performance (University of North Carolina, 2003). Any behaviors which
The Civil Rights Act of 1991 permits victims of sexual harassment and other intentional discrimination the right to have jury trials and to collect compensatory damages for pain and suffering and punitive damages in cases in which the employer acted with malice of reckless indifference to the individual 's rights (Dessler, 2005). Therefore, it is of utmost importance to Widgets, Inc. that all employees, managers, customers, and members become aware, informed, and knowledgeable of the policies and procedures pertaining to such harassment, as well as the consequences that will occur from a violation. The following document is Widgets, Inc. 's sexual harassment policy statement. All employees are required to be familiar with its contents in their entirety.
1. POLICY STATEMENT
1.1 Sexual harassment is a form of sex discrimination in violation of federal and state law and Widgets Inc. policy, and will not be tolerated. Widgets, Inc will respond promptly to all complaints of sexual harassment. Employees, managers, and members shall be aware that violation of this policy will lead to serious disciplinary action up to and including dismissal (University of North Carolina, 2003).
1.2 Widgets, Inc. hereby affirms its desire to maintain a work environment for all employees that is free from all forms of harassment and discrimination. Widgets, Inc. wishes to maintain an environment which supports and rewards individuals on the basis of such relevant factors as honesty, integrity, and work performance (University of North Carolina, 2003). Any behaviors which
References: Dessler, G. (2005). Human Resource Management [Tenth Edition]. Upper Saddle River, NJ: Pearson Education, Inc. University of North Carolina. (2003). Sexual Harassment Policy. Retrieved January 5, 2006, from http://www.ncsu.edu/policies/campus_environ/non-discrimination/POL04.25.3.php UNCP. (2002-2003). Appendix K: Sexual Harassment Prevention Plan. Retrieved January 5, 2006, from http://www.uncp.edu/aa/handbook/02-03/pdf/appendix_k.pdf