Prevention of Sexual Harassment in the Workplace Policy
This article will give an overview of the prevention of sexual harassment in the workplace policy.
If the employer harasses employees on an equal opportunity or has fewer than 15 employees, other laws make the lack of a policy on sexual harassment a breeze.
The U.S. Equal Employment Opportunity Commission (EEOC) investigates allegations of workers’ civil rights violations due to the UN, gender, or other specific characteristics.
The EEOC says that these laws apply to almost all employers, including 15 or more employees, so the size of the company can be a problem when it comes to sexual harassment.
The EEOC website also says that if it finds discrimination or even discriminatory policies, it may decide not to work.
Define sexual harassment
There are two forms of sexual harassment at the job. One occurs when an employee’s work situation changes because the employee refuses or gives in to unwanted sexual advances.
The other type is that with the work environment unfavorable to the work environment because of the employee’s sexual orientation, “the workplace situation changes to create an abusive work environment.
This may then include the US Occupational Safety and Health and Administration (OSHA).
Harassment as Hazard
Harassment is not always a security risk. OSHA reviews the specific facts of the complaint and considers each work risk complaint on a case-by-case basis.
If a supervisor’s undesirable advancement takes into account the amount of damage the machine operator is facing, the employer has not provided OSHA control and the safe working environment required by federal law.
Also, if you file a complaint at your nearest OSH office, your employer will not be able to take any employment-related action because you have filed a complaint.
Drive-by sexual harassment
If the sexual harassment incident is nothing more than “random antisocial activity,” the sexual equivalent of a random drive-by shooting, chances are both OSMA or EEOC will act on your complaint.
Both look forward to responding to the issue of continued nature, not a one-time event.
You may be able to take civil action against your employer, but your employer’s lack of a policy of sexual harassment then becomes a question for lawyers.
Find a Sample Policy Here