Using the internet and other resources, create the following for an organization.
1. A sexual harassment policy statement. Remember to defend your policy with valid reasoning and effective documentation. The policy statement should be realistic and thorough (it should resemble something an actual company would use to convey its sexual harassment policy to employees).
2. Outline the steps that will be taken if a manager or member of the human resources department receives a sexual harassment complaint from an employee.
I need help getting started. I need ideas and examples.© BrainMass Inc. brainmass.com September 22, 2018, 1:24 am ad1c9bdddf - https://brainmass.com/business/human-resources-management/sexual-harassment-policy-statement-and-the-complaint-process-47546
First, we will look at the guidelines required by federal and state law for a company sexual harassment policy. Then, a sexual harassment policy statement for a fictitious company called ABC Company is drawn up following these federal and state suggestions. Included in the policy are the steps to be taken by the manager or member of the human resources for a sexual harassment complaint.
1. What guidelines can we follow when writing up our own policy?
The following outline are the suggested guidelines that we would be required by federal and state law to include in our company policy:
1. Title: Sexual Harassment
Bureau of EMS Policy Statement
The intent of this policy is to advise individuals participating in Department of Health (DOH) approved courses and those working in the Emergency Medical Services field that they are entitled to an environment that is free from sexual harassment.
DOH requires all course sponsors to develop and implement a policy on sexual harassment. DOH also encourages all EMS provider agencies to develop their own agency policy on sexual harassment.
Sexual harassment is not merely offensive but it is a form of discrimination in violation of Federal and State Law. 1
Employer:Includes any Emergency Medical Services provider agency, including but not limited to municipal entities, volunteer fire departments, volunteer ambulance corps, commercial, industrial and hospital provider agencies.
Employee: Any person, compensated or not, that is employed by or a volunteer for any EMS provider agency or course sponsor.
Workplace: Any location or vehicle that an employee is at in the course of their duties for the employer.
Student: Any person enrolled in a DOH approved EMS training course.
Educational Setting: Includes any location being used for EMS education. This definition extends to locations used for clinical and field training of EMS providers.
Sexual Harassment: Any unwanted verbal or physical advances, sexually explicit derogatory statements, or sexually discriminatory remarks made by someone in a workplace or educational setting which are offensive or objectionable to the recipient, cause the recipient discomfort or humiliation, or interfere with the recipient's job performance or educational progress.
5, It may Include:
· Visual harassment; posters, magazines, calendars etc
· Verbal harassment or abuse: repeated requests for dates, lewd comments sexually explicit jokes, whistling etc.
· Written Harassment: Love poems, letters, graffiti
· Offensive gestures
· Subtle pressure for sexual activities
· Unnecessary touching, patting, pinching or kissing.
· Leering or ogling
· Brushing up against another's body.
· Promise of promotions, favorable performance evaluations or grades, etc ...
By illustrative example, this solution identifies the federal and state requirements for developing a sexual harassment policy and describes how to specifically develop the policy from the beginning. It also outlines the steps that will be taken if a manager or member of the human resources department receives a sexual harassment complaint from an employee. This response is 1700+ words in length.