SEXUAL HARASSMENT POLICY

1. PURPOSE

[COMPANY NAME] is committed to a healthy, harassment-free work environment for all our employees.
[COMPANY NAME] has developed a company-wide policy intended to prevent harassment of any type,
including sexual harassment, of its employees, customers and clients and to deal quickly and
effectively with any incident that might occur.

2. SCOPE

This policy applies to all [COMPANY NAME] employees.

[COMPANY NAME] will not tolerate sexual harassment from outside the company either. Customers,
investors, contractors, and everyone interacting with our company are covered by this policy.

3. DEFINITION OF SEXUAL HARASMENT

The law prohibits discrimination based on the ground of gender. Protection from sexual harassment is
included under the ground of gender.

Unwanted sexual advances, unwanted requests for sexual favours, and other unwanted verbal or
physical conduct of a sexual nature constitute sexual harassment when:

a) submission to such conduct is made either explicitly or implicitly a term or condition of an

b) submission to, or rejection of, such conduct by an individual affects that individual’s employment.

Sexual harassment can include such things as pinching, patting, rubbing, or leering, “dirty” jokes, pictures
or pornographic materials, comments, suggestions, innuendoes, requests or demands of a sexual nature.

All harassment is offensive, and in many cases, it intimidates others. It will not be tolerated within our
company.

4. POLICY STATEMENT

Anybody can be a victim of sexual harassment, regardless of their sex or gender identity and that of the
offending party.

Sexual harassment can involve one or more incidents that may be physical, verbal, or non-verbal, and
includes:

Sexual Harassment Policy Page 1 of 4

 Creating or posting sexually offensive materials in the workplace.

 Flirting at an inappropriate time, for instance in a team meeting, even if these advances would
have been welcome in a different setting. These actions can damage a person's professional
reputation and expose them to further sexual harassment.

 Flirting with somebody or pursuing them persistently against their will.

 Using obscene comments, gestures, pranks, and jokes that degrade or offend somebody.

 Sending or displaying sexually explicit objects or messages.

 Invading somebody's personal space, for example by touching them inappropriately.

 Threatening, coercing, stalking, or intimidating somebody to pressure them to engage in sexual

 Proposing, demanding, or insinuating sexual favors.

 Sexual assault.

5. REPORTING PROCESS

If you believe that you are the target of sexual harassment, inform the offending party (except in cases of
sexual assault) verbally or in writing that their conduct is offensive and needs to stop.

If you don't want to communicate with the offending party, or if your communication is ineffective, you
need to report them.

Complaints can be lodged in writing with [NAME OF THE PERSON AND DEPARTMENT] via email
[EMAIL ADRESS]. Your complaint will be documented and resolved within [SPECIFY] days. Complaints
will be treated as confidential.

Both [COMPANY NAME] and federal law prohibit any form of retaliation against somebody claiming
sexual harassment.

6. INVESTIGATION PROCESS

Once a formal complaint is made, the investigation will be conducted in a confidential and discreet
manner as far as is possible without hampering the investigation. Complaints will be investigated by the
investigator as appointed. A complainant will be kept informed at all stages of the investigation and
resolution. At all times throughout the investigation, the alleged offender and/or complainant may have
legal counsel as their representative.

Sexual Harassment Policy Page 2 of 4

 providing the alleged offender with a copy of the written complaint.

 providing disclosure of the nature of the complaint to the alleged offender and inviting the alleged
offender to provide a response.

 interviewing all witnesses and obtaining such evidence that is relevant to the complaint.

 reviewing the investigation findings with the complainant and the alleged offender and receiving
any further information.

 finding out what outcome the complainant would like to see occur.

Upon completion of the investigation, the investigator should immediately communicate his/her findings to
[SPECIFY].

7. RESOLUTION

Both the complainant and the alleged harasser will be informed of the findings and
intended sanctions as soon as the investigation is concluded.

Upon receiving the findings of the investigation, the company and the investigator should communicate
the findings and intended actions to the complainant and the alleged harasser.

If the investigator and company determine no sexual harassment as occurred, this finding will be
communicated to the complainant.

If the investigator and company find harassment has occurred, the harasser will be subject to discipline.

a) Sanctions

Where a charge of sexual harassment is substantiated, the company will act fairly in imposing an
appropriate sanction as recommended by the investigator. The sanctions available range from a written
apology, referral or counselling, a reprimand, and written report to that person’s file, reassignment,
suspension, to discharge from the company. Seniority or status at the company will not affect the decision
as to the appropriate sanction in the circumstances.

b) False Accusations

If the investigation reveals evidence that the complainant falsely accused another of sexual harassment,
the complainant will be appropriately disciplined, and the documentation will be retained on the
complainant’s personnel file.

Sexual Harassment Policy Page 3 of 4

It is the responsibility of a director, manager, director of human resources or any other person within this
company who supervises one or more employees to take immediate and appropriate action to report or
deal with incidents of sexual harassment of any type, whether brought to their attention or personally
observed.

Under no circumstances should a complaint be dismissed or downplayed, nor should the complainant be
told to deal with it personally.

9. RETALIATION

Any act of retaliation against a person using this policy in good faith to report an incident of sexual
harassment, or a person who is assisting in an investigation of an incident of sexual harassment under
this policy is inappropriate and appropriate disciplinary action will be taken against persons found to have
committed such an act.

[COMPANY NAME] seeks to provide a safe, healthy, and rewarding work environment for its employees,
clients and customers. Sexual harassment will not be tolerated within our company. If you feel that you
are being harassed, contact us.

Sexual Harassment Policy Page 4 of 4