Sexual Harassment Policy (002)

7/25/2019 Sexual Harassment Policy (002)

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SEXUAL HARASSMENT POLICY

The General Assembly is committed to creating and maintaining a work

environment in which all Members and employees are treated with respect and are freefrom sexual harassment. The General Assembly fully supports the protection and

safeguard of the rights and opportunities of all people to seek, obtain and hold

employment without subjection to sexual harassment in the work place. exual

harassment by a Member or an employee of the General Assembly is prohibited.

Any employee or Member of the General Assembly who believes that he or shehas been the subject of sexual harassment should immediately report the alleged act tohis or her supervisor or to the !irector of "egislative Administration. All complaints willbe handled in a timely and completely confidential manner. #nformation concerning the

complaint and$or any subse%uent investigation will, in no event, be released to anyonenot directly involved in this investigation.

Tennessee General Assembly Sexual Harassment Pol!yThe Tennessee General Assembly, pursuant to the provisions of &ublic 'hapter ()* ofthe &ublic Acts of +( -T.'.A. (/+(/+)+ a0 +)01, is committed to creating andmaintaining a work environment in which all members and employees are treated withrespect and are free from sexual harassment. To this end, sexual harassment by amember or employee of the General Assembly is prohibited.

The goal of this policy is to ensure that all complaints of sexual harassment will be

promptly, thoroughly, and respectfully handled.

2eporting and investigative procedures are designed to encourage members and

employees to report what they believe to be sexual harassment.

'omplaints, investigations, and resolutions will be handled discreetly, with

information being kept confidential.

2etaliation will not be tolerated against any person who complains, reports or

testifies about sexual harassment, or participates in an investigation of sexualharassment complaint.

!isciplinary action will follow when appropriate.

All those involved in the legislative process have a responsibility to contribute to arespectful work environment. The Tennessee General Assembly encourages, expects,and appreciates cooperation in implementing this policy.


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I" POLICY

The Tennessee General Assembly as part of its affirmative action efforts for thelegislative branch of government and pursuant to the guidelines on sexdiscrimination issued by the 3%ual 3mployment 4pportunity 'ommission334'0, fully supports the protections and safeguard of the rights andopportunities of all people to seek, obtain and hold employment withoutsubjection to sexual harassment of any kind in the work place. The 4ffice of"egislative Administration shall administer this policy in order to ensure that thelegislative branch of government provides an environment free of sexual

harassment.

The Tennessee General Assembly acknowledges that the %uestion of whether aparticular action or incident is of a purely personal or social nature, without adiscriminatory employment affect, re%uires an extensive determination based onall the facts in each case. The General Assembly recogni5es that falseaccusations of sexual harassment can have serious effects on innocentindividuals. 6e also recogni5e that there are other options available to acomplainant and courses of action that he or she may pursue.

The General Assembly trusts that all employees of the legislature will continue to

act responsibly to establish and maintain a pleasant working environment for all.

II" #E$INITIONS

+. exual harassment is a violation of Title 7## of the 'ivil 2ights Acts of+89 and it is against the policy of the Tennessee General Assemblyfor any employee, male or female, to sexually harass anotheremployee by

a. Making unwelcome sexual advances or re%uests for sexual favorsor other verbal or physical conduct of a sexual nature as acondition of employment, or continued employment, or

b. Making submission to or rejections of such conduct the basis foradministrative decisions affecting employment, or

c. 'reating an intimidating, hostile or offensive working environmentby such conduct.


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:. exual harassment does not refer to behavior or occasionalcompliments of a socially acceptable nature. #t refers to behavior thatis not welcome, that is personally offensive, that fails to respect therights of others, which lowers morale and therefore interferes with workeffectiveness. exual harassment may be overt or subtle. ome

behavior that is appropriate in a social setting may not be appropriatein the work place. ;ut whatever form it takes< verbal, non/verbal orphysical< sexual %arassment !an be nsultn& an' 'emeann& tot%e re!(ent an' )ll not be tolerate' n t%e )or* (la!e .

4ne specific form of harassment is the demand for sexual favors. 4therforms may include, but are not limited to the following=

a. +erbal> exual innuendoes, suggestive comments, jokes of asexual nature, sexual propositions, threats.

b. Non,-erbal > exually suggestive objects or pictures, graphic

commentaries, suggestive or insulting sounds, leering, whistling,obscene gestures.

All members of the General Assembly and all legislative personnel areexpected to comply with this policy and take appropriate measures toensure that such conduct does not occur.

III" SEXUAL HARASSMENT COMPLAINT PROCE#URE

+. 2eporting

a. Any employee or member who believes that he or she has beenthe subject of sexual harassment should report the alleged actimmediately to his or her supervisor, to the director of "egislative

Administration at 8+?0 *9+/(?8 or to the respective peaker.'omplainants may also wish to contact the 3%ual 3mployment4pportunity 'ommission 334'0 at *(8/?@:) or the Tennesseeuman 2ights 'ommission at *9+/?@:?

Documents

Sexual Harassment Policy (002)