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Sexual harassment is a form of discrimination prohibited in the workplace under both Oregon law and federal law. Sexual advances, requests for sexual favors, or other verbal or physical conduct of a sexual nature is always inappropriate workplace conduct and should be reported to your employer immediately. Conduct that is not sexual in nature but is gender related and offensive may also be prohibited.
Note: Highlighted words or sections indicate new or updated material from the last version of this guidance. Sexual harassment awareness has expanded from high-profile incidents in politics, sports, and the music industry to the employment sphere and the workplace. The magnitude of sexual misconduct in the workplace and the importance of this issue is clearly reflected in social movements such as the Me Too movement.
Sexual misconduct is a form of sex discrimination and will not be tolerated. Individuals who engage in sexual misconduct and other inappropriate sexual conduct will be subject to disciplinary action. The University encourages any student, faculty, staff or visitor to promptly report violations of this Policy to an individual identified in Section 3.
Employer responsibilities for addressing sexual harassment complaints begins with learning the law. Discrimination and unlawful harassment based on sex is referred to as sexual harassment. Sexual harassment can occur in any combination of working relationships — among employees or between employees and supervisors.
There has never been a more important time to examine your sexual harassment policy. The purpose has been to avoid liability in a lawsuit. This step-by-step guide takes you through the seven key sections of an effective sexual harassment policy.
Employees of the State of Louisiana deserve to be treated with respect and dignity, and to work in a professional environment free of harassment and discrimination. The Louisiana LPC Board is committed to providing its employees a work environment free from inappropriate and offensive behavior of a sexual nature. Prevention and elimination of sexually inappropriate behavior requires the personal involvement and commitment of every LPC Board employee.
Office of Civil Rights. The Department of State is committed to providing a workplace that is free from sexual harassment. Sexual harassment in the workplace is against the law and will not be tolerated. When the Department determines that an allegation of sexual harassment is credible, it will take prompt and appropriate corrective action.
When an employee complains that he or she is experiencing sexual harassment of any type, the employer has a legal, ethical, and employee relations obligation to investigate the charges thoroughly. If an employer hears rumors that sexual harassment is occurring, the employer must investigate the potential harassment. These are examples of how seriously employers must take sexual and any other form of employee harassment that is or may be occurring in their workplace.
Title VII applies to employers with 15 or more employees, including state and local governments. It also applies to employment agencies and to labor organizations, as well as to the federal government. Unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature constitute sexual harassment when 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.