SEXUAL HARASSMENT COMPLAINT PROCEDURE

An Example

To all salaried supervisors:

The attached notice regarding corporate policy on sexual harassment has been posted on the bulletin boards throughout the plant. It is quite explicit as to the corporation's commitment and management's responsibility in the area. To be specific, it is the responsibility of every supervisor and manager to see that employees are not subjected to any form of sexual harassment. Should a supervisor or any member of management become aware of the occurrence of sexual harassment, it is their responsibility to see that appropriate action is taken in accordance with the following procedure:

1. Any sexual harassment complaint by an employee should be communicated to the employee's immediate supervisor. If the complaint happens to be against the employee's supervisor, the complaint should be communicated to the human resources manager.

2. The human resources manager should immediately be contacted when a sexual harassment complaint is received.

3. The human resources manager will investigate all sexual harassment complaints. This will include, but is not limited to, interviewing the complaining party, supervisors and any other personnel, as required, to obtain sufficient, factual information upon which to make a determination.

4. If, at the conclusion of the investigative procedure, it is found that sexual harassment, in fact, has occurred, the human resources manager will report the findings, along with a recommendation to the appropriate manager.

5. The complaining party and the party complained against will be advised by the human resource manager as to the final disposition of the complaint.

If you should have any questions about the corporate policy against sexual harassment, or the procedure for filing complaints, please contact ___________, human resources manager, at telephone extension ________. 

(Howard Parker - Chicago).

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EXAMPLE POLICY

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