SAMPLE SEXUAL HARASSMENT POLICY
It is the policy of (business/organization name)
that all employees are responsible for
ensuring that the workplace is free from sexual harassment. Because of
strong disapproval of offensive or inappropriate sexual
behavior at work, all employees must avoid any action or conduct which could be
viewed as sexual harassment.
Sexual harassment includes unwelcome sexual advances, requests for sexual favors,
and other verbal or physical conduct of a sexually harassing nature, when: (1)
submission to the harassment is made either explicitly or implicitly a term or condition of
employment; (2) submission to or rejection of the harassment is used as the basis for
employment decisions affecting the individual; or (3) the harassment has the purpose or
effect of unreasonably interfering with an individual’s work performance or creating an
intimidating, hostile, or offensive working environment.
Any employee who has a complaint of sexual harassment at work by anyone, including
supervisors, co-workers or visitors, should first clearly inform the harasser that his/her
behavior is offensive or unwelcome and request that the behavior stop. if the behavior
continues, the employee must immediately bring the matter to the attention of his/her
supervisor. If the immediate supervisor is involved in the harassing activity, the violation
should be reported to that supervisor’s immediate supervisor, the department personnel
officer, or the employee relations coordinator, who can be reached at (phone number).
If a supervisor or personnel officer knows of an incident of sexual harassment, they
shall take appropriate remedial action immediately. If the alleged harassment involves
any types of threats of physical harm to the victim, the alleged harasser may be
suspended with pay. During such suspension, an investigation will be conducted by
. If the investigation supports charges of sexual
harassment, disciplinary action against the alleged harasser will take place and may
include termination. if the investigation reveals that the charges were brought falsely
and with malicious intent, the charging party may be subject to disciplinary action,
If an employee is dissatisfied with management’s response to his/her complaint, he/she
may contact the South Dakota Division of Human Rights, Department of Labor and
Regulation, Kneip Building, 700 Governors Drive, Pierre, SD 57501, at (605) 773-4493.