Workplace Harassment Statement

More paperwork! Is this required?

Actually, no, but in the EEOC’s own language…

“The EEOC’S Guidelines encourage employers to:

…take all steps necessary to prevent sexual harassment from occurring, such as affirmatively raising the subject, expressing strong disapproval, developing appropriate sanctions, informing employees of their right to raise and how to raise the issue of harassment under Title VII, and developing methods to sensitize all concerned.”

What to include

The above statement recommends three basic elements should be present in a Sexual Harassment policy:

1. Everyone in the organization should be aware of what constitutes sexual harassment. The EEOC recognizes two types of such harassment:
2. Quid pro quo- Basis for employment, continued employment, promotion, etc. is based upon an employee’s acceptance or rejection of a sexual advance.
3. Hostile Environment- An employee’s job performance is adversely affected by an environment which is hyper-sexual in nature.
4. The organization expresses “strong disapproval” of the above mentioned behaviors.
5. The organization has clear policies on how questions, issues and allegations related to sexual harassment will be handled.

Why this is important

Jesus promises us, “upon this rock I will build my church, and the gates of hell shall not prevail against it.” Matthew 16, 18. What Christ did not and could not promise to a fallen world was that the gates of hell would not try to prevail. The powers of darkness would love a sexual scandal at a Catholic Radio apostolate. As responsible stewards of an apostolate, it is important to enact policies which implement the teachings and principles of the Faith; those that both promote the good and show disapproval of evil.

Disclaimer: The explanations provided above are for general informational purposes only and should not replace sound legal counsel to your organization.

Resources

Above referenced statement from EEOC.gov