Fillable Printable Sexual Harassment Policy

Sexual Harassment Policy

SEXUAL HARASSMENT POLICY

IT IS THE POLICY OF THE LOYAL ORDER OF MOOSE that sexual harassment of

employees in the work place is unacceptable and will not be tolerated.

Sexual harassment is defined as "unwelcome sexual advances, requests for sexual

favors and/or other verbal or physical conduct of a sexual nature." This includes, but is not

limited to: repeated offensive or unwelcome sexual flirtations, advances or propositions;

continual or repeated verbal abuse of a sexual nature; graphic verbal commentaries about an

individual's body; sexually degrading words used to describe an individual; the display in the

work place of sexually suggestive objects or pictures; and physical contact such as patting,

pinching, or brushing against another person’s body.

CONDUCT OF THIS TYPE IS IMPROPER IF:

•Submission to the conduct is either an explicit or implicit term or condition of employment;

•Submission to or rejection of the conduct is used as a basis for employment decisions

affecting the person(s) involved; or

•The conduct has the purpose or effect of substantially interfering with an individual's work

performance or creating an intimidating, hostile or offensive work environment.

All management and non-management employees, as well as members, of (Insert

Lodge Name & No.) should avoid any behavior or conduct toward any employee which could be

interpreted as sexual harassment.

Appropriate management and supervisory personnel shall take prompt, corrective action

when they become aware of sexual harassment. Such action may include discipline up to and

including termination of the offending employee(s) and/or suspension of the membership of the

offending member. In addition, because false accusations regarding sexual harassment can

have serious effects on the person(s) accused, any false accusation will likewise result in

disciplinary action up to and including termination.

Employers are responsible for providing a workplace free of sexual harassment and may

be held liable by the EEOC or a court for sexual harassment that occurs in the workplace.

Any employee of (Insert Lodge Name & No.) who feels that she/he has been the victim of

sexual harassment should notify a member of the House Committee. The complaint will

immediately be investigated in a confidential manner to determine whether it is justified. If the

complaint is found to be invalid, all involved parties will be so notified. If the complaint is found

to have merit, corrective action, as described above, will be taken.

DRAFT/SAMPLE COPY ONLY Revised 06/01