Sexual Harassment Policy
HR Policies & Procedures

Productive Work Environment
(Sexual Harassment Policy)

This policy is called “Productive Work Environment” (as opposed to “Sexual Harassment” or “Anti-Harassment Policy”) to underscore the positive purpose behind the policy.
 
While it specifically prohibits all types of harassment in the workplace -- such as sexual harassment or anything that creates an intimidating, offensive, or hostile working environment -- it also focuses on the creation and maintenance of an environment in which employees are not distracted by the inappropriate behavior of coworkers, service providers, or customers. Thus, the policy title reflects the employer’s goal of a respectful workplace, rather than simply liability prevention.
 
Topics addressed include:
 
· Productive Environment vs. Harassment
· Specific Prohibition Against Sexual Harassment
· Training for Supervisors and Employees
· Electronic Messages
· Harassment by Nonemployees
· Reporting or Complaint Procedures
· Investigation Procedures
· Confidentiality
· Evaluating Evidence and Communicating the Decision
· Proper Remedial Action
· Promise of No Retaliation
· Prohibiting All Forms of Harassment
· Duty to Prevent Sexual Harassment
· Remedies for Sexual Harassment
· Quid Pro Quo Harassment
· Preferential Treatment
· Harassment by Nonsupervisory Employees
· Harassment by Nonemployees
· Hostile Work Environment Harassment
· Harassment by Members of Same Sex
· Sexually Explicit Pictures
· Investigation, Evaluation, and Resolution of Complaints

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Our policies are intended to help organizations create their own personnel policies or handbooks for distribution internally. Accordingly, you may use the Model Policies verbatim or modify them to suit the culture of your organization. Since the policy is copyrighted, we are making a special exception for this particular use. However, the policies may not be used to create or update policies for any organization other than the one buying the policy. In other words, you can’t create policies or handbooks to offer to other organizations, either for profit or free of charge. This would be considered a direct violation of our copyright.

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