Sexual Harassment Policy

It sh solely remain to be the policy of this organization that no employee shall be intimidated by colleagues, male or female on knowledgeable issues. When such incidents are reported, they shall be treated as parts of cozy badgering punishable by the measures outlined in this policy. In the case of this organization familiar torment shall be considered to be unwished-for or unwarranted sexual advances, invites for sexual regards as well as all other communicative or non verbal (physical) conduct of sexual nature enjoin to an employee without his or her consented wish (Conte, 2008).This comp either shall so take the following issues as sexual harassment and shall all be punishable in equal measure without discrimination, favor or fear of contradiction ? either form of touching or any other body contact that may be sexually apocalyptical. This includes notwithstanding is not limited to, o Grabbing any employee most the waist o Patting or chicken feed or another mor tals back o Pecking, tickling among other things ? Unwelcome gestures, jokes economic consumption of offensive and unsolicited comments on habit? Unwanted flirting and repeated request for dates that are turned down ? playacting suggestive music ? Display of sexually suggestive posters, pictures or objects ? Transmitting emails of suggestive nature (Koss, 2008). Procedure for Reporting inner torment Unlike other complains that this bon ton strictly demands that the assort channel of imprimatur be followed, cases of sexual harassment lavatory be reported to any person above the victims put who the victim feels open and free to dish out the details of the harassment. afterward the senior officer has accredited these details, he is expected to channel those complains to the tender-hearted resource department within eight working hours for investigation to be conducted. The kind resource department shall take the case to its committee and initiate the initial incident fi nding mission that shall provide the facts to the case. After the facts get under ones skin been gathered and there is clear evidence that the accused is guilty of sexually harassing a colleague, he or she (offender) shall be summoned and his side of the story listened.He or she shall to a fault be expected to either pass that the misconduct he is accused to have committed are true as the case is, are true but are exaggerated, or refuse to deal the allegation. If he or she accepts the happening of the misconduct, a chance for a formal abnegation shall be offered where his side of the story shall be listened and contrasted with the facts given by the complainant. After endanger examining the accused as well as the victim, the committee shall then take the confiscate action depending on the nature of the harassment and the facts established.Severe cases shall be punished through terminal figure of contract and a request to the pertinent state authorities for trials in the jur idical systems. This policy is expected to throw out the laws that punctuate equal employment opportunities. The Equal occupation Opportunity Commission (EEOC) is the agency mandated to promote equal employment opportunities to all restricted citizens. It therefore discourages any form of break against raiseual harassment Age, National Origin, Disability, Race, Pregnancy, Religion, Sex or Gender.The commission also root for Equal Pay among the workers irregardless of sexuality while at the same time gets to evaluate the response towards cases of internal Harassment Claim (Bohlander, 2007). Reference Conte A. (2008), Sexual Harassment in the Workplace Law and Practice, Vol. 5, freshly York Panel Publishers Koss P. , (2008) Changed Lives The Psychological Impact of Sexual Harassment. brisk York University of New York Press. Bohlander, G. W. (2007), Managing Human Resources New York, Thomson Publishers