Pointers on Developing a Policy Against Harassment
Prohibit all forms of unlawful harassment Make it clear management will not tolerate unwelcome verbal or physical conduct based on sex (with or without sexual conduct), race, color, religion, national origin, age, disability, or protected activity under the EEO statutes.
Establish an effective complaint procedure Employees should be encouraged to report harassment before it becomes severe or pervasive.
Create multiple paths in the complaint process Employees must be able to bypass their supervisors and complain to other officials. This is critical. Also, if the supervisor is the alleged harasser, he or she should be removed from the investigative process.
Make clear that management will act quickly in responding to complaints.
Make clear that appropriate disciplinary action will be taken.
Ensure confidentiality to the extent possible.
Protect against retaliation.
Disseminate policy. A policy against harassment is worthless unless employees are aware of it. Including a tear-off sheet with a signature line attesting to receipt of the policy is one method of ensuring that the policy is distributed to every employee. Incorporate the policy into employee handbooks and guidelines for supervisors. Post the policy on bulletin boards. Distribute it at training sessions, and redistribute it periodically to all employees.
Manager's Quick Reference Guide - Table of Contents
Employees and applicants must contact the EEO Office at: 700 Westpark Drive, 3rd Floor, Peachtree City, GA 30269 (phone numbers above), within 45 days of the discriminating act to begin complaint counseling. EEO counselors assigned to process informal complaints are appointed by the EEO Chief. They are not advocates for management or the complainant, but serve as an impartial third party.