Anatomy of  Sexual Harassment

No business, CEO, or employee is immune from instances of 

sexual harassment.

"Unwelcome sexual advances, requests for

sexual favors, and other verbal or physical

conduct of a sexual nature constitutes sexual

harassment when submission to or rejection of

this conduct explicitly or implicitly affects an

individual's employment, unreasonably

interferes with an individual's work performance

or creates an intimidating, hostile or offensive

work environment." - EEOC

What is Sexual Harassment?

BUT REMEMBER...

"Harassment does not have to be of a sexual

nature, however, and can include offensive

remarks about a person's sex. For example, it is

illegal to harass a woman by making offensive

comments about women in general." - EEOC

Sexual Harassment Examples Include: Tel l ing "dir ty " jokes, making sexual comments,

engaging in sexual "banter"

Making unwanted sexual advances, invi tat ions or

comments

Displaying sexual ly or iented posters, pic tures, or

objects in the workplace

Any unwanted groping, grabbing, pat t ing, or

touching of another employee, or interfer ing wi th

an employee 's abi l i ty to move

Making repeated requests for a date or engaging

in unwanted f l i r t ing

Sending sexual ly expl ic i t " jokes, " s tor ies, or

pic tures v ia emai l

P laying sexual ly expl ic i t movies, v ideos, or music

in the workplace

Hint ing that an employee wi l l receive a benef i t (a

raise or promotion) in return for a sexual favor

Implement a

comprehensive

Anti-Harassment

Policy

Provide a multi-

channel complaint

procedure

Provide regular

anti-harassment

training to all

employees

Best Practices to  Prevent Sexual Harassment

Conduct a complete

and thorough

investigation of

employee

complaints

Hold all employees,

including owners and

executives to the

same standards

Do not retaliate

Implement a third

party employee

complaint hotline

Remind employees

of personal

consequences for

engaging in sexual

harassment

Involve an independent

third party investigator in

complex complaints or

those involving company

owners or executives