Running head: Sexual Harassment Policy

Sexual Harassment Policy

Green Tree Valley Medical Center
Christina Vidrich
University of Saint Mary
201420 W4B HCMGT 417/717
Business Skills for Health Care
March 14, 2015

Running head: Sexual Harassment Policy

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Green Tree Valley Medical Center

Sexual Harassment Policy
PURPOSE:
To provide guidelines regarding sexual harassment and bullying at Green Tree Valley Medical
Center. Any types of misbehavior including: a hostile work environment, psychological or sexual
abuse are all forms of conduct that can be considered harassing, coercive, or disruptive, will not
be tolerated (Daft, 2011).
SCOPE:
All persons involved in the operation of Green Tree Valley Medical Center including but not
limited to employees, patients, medical staff members, allied health professionals, vendors,
temporary staff, or independent contractors.
POLICY:
Green Tree Valley Medical Center is committed to providing a work environment free of
inappropriate harassment and bullying. Our policy prohibits bullying or harassment, including
sexual harassment, that creates a hostile or intimidating work environment based on gender,
pregnancy, childbirth or related medical conditions, race, religion, color, national origin or
ancestry, physical or mental disability, medical condition, marital status, age, sexual orientation,
veteran status, citizenship status, genetic information, or any other basis protected under Title
VII, the Rehabilitation Act, and the Age Discrimination in Employment Act (www.eeoc.gov).
Inappropriate behaviors include:
A. Any comments that are made and are considered derogatory including degrading jokes or
statements, unwanted sexual advances, invitations, or offensive comments of any nature are
prohibited (www.eeoc.gov).
B. Any display of derogatory or sexually-oriented posters, photographs, cartoons, drawings,
calendars, graffiti, or gestures is prohibited in the facility (www.eeoc.gov).
C. Any unwanted touching unwanted touching, intentionally blocking normal movement or
interfering with work because of sex, race, or any other protected basis are prohibited
(www.eeoc.gov).
D. Any undignified messages, included in emails, texts, instant messages, internet postings and
other correspondence, that are sexual in nature, false, obscene, defamatory, libelous, degrading,
threatening, hateful, offensive, or that invade the privacy of others are prohibited
(www.eeoc.gov).

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E. Offering employment benefits in exchange for sexual favors or threats and demands to submit
to sexual requests as a condition of continued employment is improper and will be punished
(www.eeoc.gov).
F. Retaliation for a negative response to sexual advances, or for reporting or threatening to report
harassment or bullying will not be tolerated. Green Tree Valley Medical Center encourages all
employees to immediately report any incidents of harassment prohibited by this policy.
G. Our Complaint Process will protect employees who report harassment and confidentiality will
be highest. Please report your incident to your immediate supervisor or call the compliance
hotline at 1-800-000-0000. We will assure that no adverse treatment or retaliation of employees
because they report harassment will transpire. It is our number one goal to take whatever
measures are necessary to ensure no unreasonable obstacles are in place, protect confidentiality
and immediately start a prompt, thorough, and impartial investigation into alleged harassment
(Castro, 1999).
H. Ongoing Educating pertaining to Harassment is a mandatory requirement of all employees of
Green Tree Valley Medical Center to ensure that its managers and employees understand the
types of conduct that constitute harassment under Title VII, the Rehabilitation Act, and the Age
Discrimination in Employment Act (www.eeoc.gov).

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REFERENCES:
Castro, I. (1999, June 18). Enforcement Guidance on Vicarious Employer Liability for Unlawful
Harassment by Supervisors. Retrieved March 14, 2015, from
http://www.eeoc.gov/policy/docs/harassment.html
Daft, R. (2011). The leadership experience (5th ed.). Mason, Ohio: Thomson/South-Western.
Model EEO Programs Must Have an Effective Anti-Harassment Program. (n.d.). Retrieved
March 14, 2015, from http://www.eeoc.gov/federal/model_eeo_programs.cfm