Policy Manual sample

MDT Home Health Care Agency, Inc. ANTI-HARASSMENT POLICY (Sexual Molestation Guidelines) Our Agency strive to maintain a work environment that is free of discrimination, intimidation, hostility, or other offenses that might interfere with work performance. In keeping with this desire, we will not tolerate any unlawful harassment, or sexual molestation of employees by anyone, including any supervisor, co-worker, vendor, client, or customer. What Is Harassment? Harassment consists of unwelcome conduct, whether verbal, physical, or visual, that is based upon a person * s protected status, such as color, disability, gender, national origin, race, religion, age or other legally protected status. We will not tolerate harassing conduct that affects tangible job benefits, that interferes unreasonably with an individual * s work performance, or that creates an intimidating, hostile, or offensive working environment. Harassment can takemany forms, including, but not limited to: words, signs, jokes, pranks, intimidation, physical contact, or violence. Sexual Harassment Harassment is not limited to conduct that is sexual in nature. However, sexual harassment deserves special mention. Unwelcome sexual advances, sexual molestation, requests for sexual favors, and other physical, verbal, or visual conduct based on gender constitute sexual harassment when: • submission to the conduct is an explicit or implicit term or condition of employment; • submission to or rejection of the conduct is used as the basis for an employment decision; or • the conduct has the purpose or effect of unreasonably interfering with an individual * s work performance or creating an intimidating, hostile, or offensive working environment. Sexual harassment may include explicit sexual propositions, sexual molestation, sexual innuendo, suggestive comments, sexually oriented “kidding” or “teasing,” “practical jokes,” jokes about gender- specific traits, foul or obscene language or gestures, display of foul or obscene printed or visual material, including material electronically communicated or transmitted, and physical contact such as patting, pinching, or brushing against another * s body. Sexually harassing conduct may also include any other verbal or physical contact of a sexual nature that prevents an individual from effectively performing the duties of his or her position or creates an intimidating, hostile, or offensive working environment, or when such conduct is made a condition of employment or compensation, either implicitly or explicitly. Responsibility All employees, and particularly supervisors, have a responsibility for keeping the work environment free of harassment. The individual who makes unwelcome advances, threatens, or in any way harasses another employee may be personally financially liable for such actions and their Home Health Agency. - - Personnel/Operations Policies B-86