Discover our sample anti-sexual harassment policy web page, providing comprehensive guidelines and procedures to foster a safe, respectful, and inclusive work environment, ensuring zero tolerance for any form of sexual harassment.
Table of Contents
- Introduction
- Eligibility and Coverage
- Policy
- Procedure to File a Complaint
- Internal Committee
- Conclusion
Introduction
At [our company], we believe in providing a safe and secure working environment for all employees. We are committed to creating a workplace free from sexual harassment and discrimination. Our anti-sexual harassment policy is designed to ensure that all employees are treated with respect and dignity, and that any complaints of sexual harassment are handled promptly and effectively.
Eligibility and Coverage
This policy extends to all employees of the organization, including contract workers, probationers, trainees, apprentices, and anyone working on the premises. Regardless of gender, all employees have the right to work in an environment free from sexual harassment and discrimination.
Policy
Our company has a zero-tolerance policy when it comes to any action, conduct, or behavior that leads to sexual harassment and discrimination. All employees have a duty to report any prohibited behavior immediately to the Internal Committee. Anyone found to have engaged in such activities will face disciplinary action, including termination of employment.
Procedure to File a Complaint
If any employee believes they are being sexually harassed or discriminated against, they must report the matter in writing to the [Internal Committee or IC] as soon as possible. The confidentiality of the complainant, respondent, witnesses, and all records relating to the complaint, investigation, IC meetings, and inquiry shall not be disclosed to anyone.
Internal Committee
The role of the IC is to redress any case that has been filed in the form of a written complaint. The investigation must be completed within [90 days] from the day the complaint was received. During the process of inquiry and investigation, the IC plays the role of [Civil Court], and the report will be based solely on facts, witness statements, and evidence. It is the role of management to take action on the IC report within [60 days] after submission of the report.
Conclusion
At our company, we value the safety and well-being of our employees, and we take sexual harassment and discrimination seriously. We are committed to maintaining a workplace free from such behavior, and we encourage all employees to report any concerns promptly. By working together, we can create a safe and inclusive environment for all employees.