Java Corp. Anti-Harassment Workplace Policy: BUS-FP3040 Assignment

This document presents an anti-harassment workplace policy developed for Java Corp. The paper begins by outlining the objective of the policy, which is to implement and enforce anti-harassment measures and describe prohibited behaviors, particularly those related to sexual harassment. The policy defines sexual harassment and provides examples of prohibited conduct, including unwelcome sexual advances, suggestive comments, and inappropriate displays. It emphasizes Java Corp.'s zero-tolerance stance on sexual harassment and outlines the responsibilities of managers and employees. The policy addresses confidentiality in complaint procedures, ensuring that investigations are conducted discreetly, and that information is shared only on a need-to-know basis. The complaint procedure details how employees can report violations, emphasizing the importance of detailed and timely reporting. The document concludes with a list of references used in the policy's development.

Running head: ANTI-HARRASSMENT WORKPLACE POLICY
Anti-Harassment Workplace Policy
Name of the Student:
Name of the University:

1ANTI-HARRASSMENT WORKPLACE POLICY
Table of Contents
Objective:...................................................................................................................................2
Prohibition:.................................................................................................................................2
Sexual Harassment:................................................................................................................2
Policy:........................................................................................................................................3
Confidentiality:..........................................................................................................................3
Complaint Procedure:.................................................................................................................4

2ANTI-HARRASSMENT WORKPLACE POLICY
Objective:
The purpose of this paper is to highlight Java Corp’s position on the areas of sexual
harassment and the prohibition regarding the anti-harassment workplace policy. The
objective of this document is to implement and enforce the anti-harassment workplace policy
and describing the acts that are prohibited in all forms. This document’s objective is also to
provide procedures that will help any person to lodge complaints about any person who
violates the policy and investigations will be undertaken accordingly.
Prohibition:
Sexual Harassment:
Sexual advance indicates any unwelcome advance in a sexual manner, any request for
sexual favours which are unwelcome or any other kind of conduct which are of sexual nature
and are unwelcome. These kinds of behaviour make an individual feel humiliated, offended
or intimated. Any kind of such behaviour is prohibited within the workplace premises;
however, it must also be kept in mind that behaviour of sexual harassment is not only limited
to the above- mentioned behaviours. Sexual conducts which can also be stated as harassment
and are prohibited are: staring towards any person and making them uncomfortable by leering
around them; deliberately being touched which is unwelcome or facing unnecessary
familiarity. Any kind of suggestive jokes or comments; taunts, insults which indicate sexual
approaches or any kind of intimate questions about any person’s private life; displaying
posters, screens or images that instigated sexual comments. Sending overt text messages or
emails to anyone is prohibited in the premises. Advancing inappropriately through sites of
social network; accessing any explicit sites in the workplace is prohibited. Requesting any
person repeatedly for sexual favours or even redundant requests to go on dates are also
considered in the prohibited portion of policy. Apart from these, any behaviour that can be

3ANTI-HARRASSMENT WORKPLACE POLICY
considered as an offense under the criminal law, for instance a physical assault, exposure of
indecent nature, communicating through obscene gestures; stalking any individual are all
prohibited in the policy of anti-harassment at workplace in Java Corp. It must also be noted
that behaviours that show mutual participation and attraction will not be treated as sexual
assault.
Policy:
Java Corp. will not tolerate sexual harassment in the organization at any
circumstances. It is the accountability of every Manager, Supervisor and all the members of
the organization to ensure that any act of sexual harassment does not occur within or outside
the company’s premises. In accordance to the Equal Employment Opportunity, the legislation
holds it illegitimate when any Organization discriminates, or attempts to sexually harass any
member of the organization of an individual. Breaching of policy will immediately result in a
disciplinary action that can have termination as a consequence. Any kind of sexual
harassment report will not be treated ignorantly; the reports will be investigated promptly
without any biasness.
Confidentiality:
All types of complaints and the on going investigations will be treated with full
confidence. Information will only be revealed through a need- to- know basis strictly. Any
formal complaint that holds information, will be kept confidential as much as it is possible.
The identity of the complaint will only be revealed to the witnesses and the respondents for
investigation purposes. The HR will be responsible to take steps that will ensure the
complaint and the identity of the individual is protected from any method of retaliation. All
the information pertaining to harassment or sexual harassment will be managed by the HR
head in secured files. Only the head of HR can answer to any queries related to the measures

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that handle information related to the case of harassment complaints and also the
investigations to respondents.
Complaint Procedure:
Individuals can report complaints for any conducted behaviour that is believed to be
violating the sexual harassment policy of the organization in accordance to the company’s
policy complaint procedure. To commence the formal investigation for an suspected violation
of the policy, employees might be asked to give a written statement about the misbehaviour
to the head of the HR. complaints should be paid heed and submitted as soon as the incident
has occurred. The head of the HR will assist the complaint so that the statement is complete.
The complaint should be written in as much details as it is possible to ensure thorough and
prompt investigation.
An employee can file a complaint through contacting of the HR head or any superior
authority like managers. Complaint can both be in verbal or writing format. If any verbal
complaint is being taken, then the details should be recorded in details as prompted by the
employee. The employee should also be prepared to provide the incident in details to provide
information about how, where, when the incident took place to initiate the investigation
process.

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References:
Adams, T. (2018). Should employers establish a policy on romantic relationships in the
office? HRMagazine, 63(1), 9.
Chapter 3, "Providing Equal Employment Opportunity and a Safe Workplace."
Chrobot-Mason, D., Belle, R. R., &Linnehan, F. (2013). Second hand smoke: Ambient racial
harassment at work. Journal of Managerial Psychology, 28(5), 470–491.
Feldblum, C. R., &Masling, S. P. (2018, November 19). Convincing CEOs to make
harassment prevention a priority. HRNews.
Kleiner, K. (2012). What you need to know about sexual harassment: Understanding sexual
harassment is crucial to assure a productive workplace and avoid lawsuits. Nonprofit
World, 30(5), 12–13.
Noe, R. A., Hollenbeck, J. R., Gerhart, B., & Wright, P. M. (2020). Fundamentals of human
resource management (8th ed.). New York, NY: McGraw-Hill. Available in the
courseroom via the VitalSource Bookshelf link.
Society of Human Resource Managers. (n.d.). Anti-harassment policy and complaint
procedure (includes dating/consensual relationship policy provision). Retrieved from
https://www.shrm.org/resourcesandtools/tools-and-samples/policies/pages/
cms_000534.aspx
U.S. Equal Employment Opportunity Commission. (n.d.). Sexual harassment. Retrieved from
https://www.eeoc.gov/laws/types/sexual_harassment.cfm
Widmer, L. (2018). Combating sexual harassment in the workplace. Risk Management, 65(1),
30–32, 34–35.

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