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.© BrainMass Inc. brainmass.com October 9, 2019, 4:58 pm ad1c9bdddf
SEXUAL HARASSMENT POLICY STATEMENT
Sexual harassment is morally wrong and legally actionable. Most sexual harassment claims are made under Title VII of the Federal Civil Rights Act of 1964. It provides that "it shall be an unlawful employment practice for an employer . . . to discriminate against any individual with respect to his compensation, terms, conditions, or privileges of employment, because of such individual's race, color, religion, sex, or national origin."
In a series of major decisions in 1998, the United States Supreme Court clarified and broadened the law. In a unanimous decision in March, 1998 the Court said: "When the workplace is permeated with discriminatory intimidation, ridicule, and insult that is sufficiently severe or pervasive to alter the conditions of the victim's employment and create an abusive working environment, Title VII is violated."
The Federal Equal Employment Opportunity Commission (EEOC) has defined sexual harassment as "unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual ...
In a 653 word cited solution, the response first explains the legal content of a statement, but then presents a good discussion about the procedures to process a complaint.