How to Create a Sexual Harassment Policy

A single lawsuit resulting from a sexual harassment claim can literally ruin any business. Therefore, it is important to create a sexual harassment policy for your business that will educate your employees about what sexual harassment is and how to report it properly.

Instructions

Difficulty: Moderate

1. Create a sexual harassment policy that uses clear, concise language that everyone will understand. Place it in written form so that it must be read and signed as a condition of employment. Most companies implement a written sexual harassment policy as part of the new hire package.
2. Ensure that your sexual harassment policy accurately defines what sexual harassment is. A proper policy should thoroughly explain the concept of a hostile work environment and quid pro quo (exchanging sexual favors as a condition of employment), as well as cover more obvious forms of sexual harassment such as unwanted physical contact or sexual advances.
3. Define the consequences of sexual harassment clearly when you create your policy. State that sexual harassment will result in termination and possible legal liabilities or criminal charges. Make sure that everyone knows that disciplinary action will be consistently applied to every employee, even management, with no exceptions.
4. Inform your employees as to the proper procedures for filing a claim when you create your policy on sexual harassment in the workplace. Let them know that management is bound by law to treat all sexual harassment claims seriously and that any lapse in the procedure could make the company liable as well. In addition, employees should be told that any effort to retaliate against someone for filing a sexual harassment claim is sexual harassment in and of itself and is punishable as well.
5. Inform your employees as to the proper hierarchy of sexual harassment complaints. While your employees may file a claim with any supervisor or manager, it is best to supply the number of your human resources department or company headquarters in case the claim is against management.
6. Review your policy with all employees at least once a year. Use additional reminders, such as bulletin board postings and memos to remind everyone about the company's sexual harassment policies throughout the year.

Tips & Warnings

• Train all of your managers on how to properly handle a sexual harassment claim, and review this information annually. By law, any manager or supervisor is responsible for handling a sexual harassment claim using the proper procedures. Any lapse in these procedures by any member of management could result in a lawsuit against the company.