From: General Manager
November 10, 2013
Employee Compliance with the Sexual Harassment Policy
The increased growth and operational scope of the company Southern Life
Insurance has undoubtedly been appreciated as it enhances the strength
of the company, as well as its sustainability. This growth has also
necessitated the hiring of additional employees. Recent times have seen
an increase in the cases of sexual harassment in the company. The
company has a legal obligation to abide by the provisions of the
constitution and especially Title VII of the Civil Rights Act of 1964
regarding sexual harassment (Boland 10). It is imperative that all
employees of Richmond are aware of what sexual harassment is along with
company policies on the same. Any actions necessary for compliance to
the provisions need to be encouraged alongside any necessary changes.
This would safeguard the company’s safe working environment for all
employees and strengthen relationships in the team.
What is Sexual Harassment?
In general terms, the term sexual harassment may be used to underline
the coercion or bullying of sexual nature, or the inappropriate and
unwelcome promise of rewards so as to get sexual favors (Boland 13).
However, the comprehensive definition of the term states that it
underlines unwelcome requests for sexual favors, sexual advances, as
well as other physical or verbal conduct that is sexual in nature and
that creates an offensive or hostile work environment (Boland 14).
This may also encompass offensive remarks done against the opposite sex
such as display of distasteful pictures, teasing, sexual jokes, stories,
and other offensive remarks comprise the sexual harassment. Such actions
can establish a hostile work environment in which all or some of the
employees feel uncomfortable or offended. This may come from any
individual irrespective of position in company, gender, sexual
orientation or even race.
What is the Policy of Southern Life Insurance Company?
The Southern Life Insurance Company has a zero tolerance for any form of
workplace harassment, regardless of whether a person is an employee or
not or whether the person involved is on the Southern premises, working
on-site or off-site. Some examples of intimidating and harassing
Display of offensive material or telling offensive jokes
Unwanted physical contact
Actual or threatened violence
Sexual advances/ Requests for sexual favors
Any kind of harassment should be reported immediately. The company will
protect from retaliation any person who is in good faith that reports
harassment or provides information in an investigation.
What Changes are Necessary?
It is imperative that all employees comply with the company policy if
not doing so. On the same note, any cases of sexual harassment should be
reported immediately, irrespective of the embarrassment and intimidation
with which such an action may come. However, informing the perpetrator
that such actions or advances are unwelcome and in bad taste would go a
long way in averting the possibility of it happening in the future.
In addition, being your brothers’ or sisters’ keeper I recommended.
Employees should report cases of sexual harassment even when they are
not happening to them so as to nip the vice in the bud. Joining hands
with the victim to ward off the perpetrator would also be imperative as
it would not only create a conducive work environment but also enhance
cooperation among the workers. Moreover, it is important to keep the
co-workers in check other than being personally responsible for
yourself. Increased cooperation would enhance the safety and comfort of
the work environment and ensure increased job satisfaction.
Boland, Mary L. Sexual Harassment in the Workplace. Naperville, Ill:
Sphinx Pub, 2006. Print.
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From: General Manager