Sexual Harassment Policy

Our organization strives to maintain an environment free from discrimination and harassment where employees, clients, and lobbyists associated with our organization (whether in-house or outside consultants) treat each other with respect, dignity, and courtesy. Our organization does not and will not tolerate any type of harassment of our employees, applicants, clients, lobbyists, or our associates.  Discriminatory or harassing conduct, as defined below is strictly prohibited.

The term harassment includes, but is not limited to, slurs, jokes, and other verbal or physical conduct relating to a person’s gender, ethnicity, race, color, creed, religion, sexual orientation, national origin, age, disability, marital status, military status, or any other protected classification that unreasonably interferes with a person’s work performance or creates an intimidating or hostile work environment.

Sexually harassing behavior in particular includes unwelcome conduct such as: sexual advances, requests for sexual favors, offensive touching, or other verbal or physical conduct of a sexual nature.  Such conduct may constitute sexual harassment when it:

  1. Is made an explicit or implicit condition of employment;
  2. Is used as the basis for employment decisions;
  3. Unreasonably interferes with an individual’s work performance; or
  4. Creates an intimidating, hostile, or offensive work environment.

The types of conduct covered by this policy include making demands or subtlety putting pressure on another for sexual favors accompanied by a promise of favorable job treatment or a threat concerning employment.  Specifically, it includes behavior such as:

  1. Repeated sexual flirtations, advances, or propositions;
  2. Continued and repeated verbal abuse of a sexual nature;
  3. Sexually related comments and jokes;
  4. Graphic or degrading comments about an employee’s appearance;
  5. The display of sexually suggestive objects or pictures including cartoons and vulgar email messages; and
  6. Any uninvited physical contact or touching, such as patting, pinching, or repeated brushing against another’s body.

Such conduct may constitute sexual harassment regardless of whether the conduct is between employees or when it is directed at employees by nonemployees.  Our organization will endeavor to protect employees, to the extent possible, from reported harassment by nonemployees in the workplace.

 

Complaint Procedure & Investigation:

Any person who encounters or witnesses a possible incident of unlawful harassment MUST promptly report it immediately to the following contact: ____________________(include contact information).  If that person is not available, or if you believe it would be inappropriate to contact that person, you may contact _____________________(include contact information).

Our organization will conduct a prompt investigation as confidentially as possible under the circumstances.  Employees who raise concerns and make reports in good faith can do so without fear of reprisal.  Employees have an obligation to cooperate with our organization in enforcing this policy and investigating and remedying complaints. 

Anyone found to have engaged in wrongful conduct or to have violated our organization’s policy will be subject to appropriate discipline, which may include termination. Anyone found to have made a false report, or to have acted in bad faith will also be subject to appropriate discipline, which may include termination.

 

Retaliation:  

Any employee or lobbyist who, in good faith, files a complaint alleging harassment or discrimination will not be retaliated against or discharged because of the complaint; nor will their terms and conditions of employment be adversely affected.  Employees and lobbyists are protected from retaliation under this policy, as well as the whistleblower protections under the State Officials and Employee Ethics Act, the Whistleblower Act, and the Illinois Human Rights Act. 

Our organization will not tolerate retaliation against any employee who, in good faith, either makes a complaint or cooperates in an investigation of a complaint.  Anyone who engages in such retaliatory behavior will be subject to appropriate discipline, up to and including termination.

 

WHILE THIS POLICY COMPLIES WITH THE REQUIREMENTS UNDER THE LAW, THIS IS NOT BEING GIVEN AS LEGAL ADVICE AND THE USE OF THIS DOCUMENT DOES NOT CREATE AN ATTORNEY CLIENT RELATIONSHIP.  FOR MORE INFORMATION, PLEASE CONTACT htristan@tristancervantes.com.