| SEXUAL HARASSMENT COMPLAINT INVESTIGATION
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| | confidential for your own protection and
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| PROCEDUREEvery complaint will be
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| | also to be absolutely fair to the
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| thoroughly investigated. When a complaint
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| | accused. Information should be disclosed
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| of sexual harassment is received we will
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| | only on a need to know basis and with the
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| take the following actions:1. Question
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| | understanding that the recipient has a
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| both parties in detail.2. Probe deeply
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| | duty to preserve confidentiality. We will
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| for corroborative evidence.Here is what
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| | closely monitor the situation to ensure
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| we are trying to determine with our
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| | that there is no retaliation against you
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| investigation:
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| | or any possible witnesses.The next step
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| Is the testimony of the victim
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| | is to consider writing a letter in which
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| internally consistent? Is the testimony
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| | you request an end to the harassing
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| of the accused internally consistent?
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| | behavior. Writing a letter to the
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| Does each follow logically? Are both
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| | harasser has been a controversial issue
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| accounts externally consistent? Does the
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| | because it may trigger questions of
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| victim's account jibe with the testimony
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| | legality, confidentiality, admissible
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| of witnesses? Does the accused's account
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| | evidence, and due process. However, if
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| jibe with the testimony of witnesses? Did
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| | the letter is kept CONFIDENTIAL and is
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| the accused have time to do what the
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| | written in a "polite" yet direct manner,
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| victim alleged? Does the victim have any
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| | these questions will not arise. The
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| possible motive for falsely implicating
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| | letter should contain the following:1. A
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| the accused? Could the harassment have
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| | description of the incident and the type
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| happened at the time and location
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| | of behavior, including details about
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| specified? Despite the fact that there
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| | location, date, and time of the incident.
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| were no witnesses, could the harassment
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| | This part should be low-key and should
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| have taken place at the time and the
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| | address only the facts.2. A description
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| location?We will not assume the accused
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| | of the incident's mental and physical
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| is guilty, but neither will we attach
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| | effect on you. You should convey
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| much significance to a general denial by
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| | opinions, thoughts, and feelings, and
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| the accused harasser. We will search
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| | should share the effect of the harassing
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| completely and thoroughly for evidence
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| | behavior. For example, "It embarrassed
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| that corroborates either side's story. We
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| | me," "made my stomach turn to knots," or
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| will do this by:1. Interviewing
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| | "I can't concentrate on my work."3. An
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| co-workers, supervisors, and managers2.
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| | clear statement that you want the sexual
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| Obtaining testimony from individuals who
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| | harassment to stop immediately and what
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| observed the accuser's demeanor
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| | is necessary to maintain any future
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| immediately after the alleged incident of
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| | relationship. For example, "I want our
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| harassment3. Checking out people with
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| | relationship to be strictly professional
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| whom the alleged victim discussed the
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| | and I don't want you ever to touch me
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| incident (e.g., co-workers, a doctor, or
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| | again or make gestures or remarks about
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| a counselor).We will ask other employees
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| | my sexuality." A copy of the letter
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| if they noticed changes in the accusing
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| | should be kept by you in a secured
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| individual's behavior at work or in the
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| | location. A copy should be given to your
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| alleged harasser's treatment of him or
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| | supervisor or the person in personnel who
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| her. We will look for evidence of other
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| | is assisting you, and a copy to your
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| complaints, either by the victim or other
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| | union steward. You may give the letter to
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| employees. We will follow up on evidence
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| | the harasser in person or send it by
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| that other employees were sexually
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| | certified mail. We will help you write
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| harassed by the same person. In order to
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| | the letter if you want us to do
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| make a fair and legal decision on a
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| | so.Generally writing a letter is more
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| sexual harassment complaint we need to
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| | powerful than a verbal message telling
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| find out as much information as we can,
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| | the harasser to stop. Writing a letter is
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| not only on the incident itself, but also
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| | an important step toward ending the
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| on the victim's and accuser's
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| | sexual harassment. Other advantages of
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| personalities, surroundings, and
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| | writing a letter are as follows- It keeps
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| relationships. To accomplish this task,
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| | the incident/s confidential.- It avoids
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| we need to not only ask many questions of
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| | public or one-on-one confrontation.- It
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| the victim and accuser, but also of any
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| | gives the alleged harasser a chance to
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| witnesses to the incident and the
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| | know how his or her behavior is affecting
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| surrounding environment.Here are some
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| | you.- It gives the harasser a chance to
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| questions we may ask the victim:
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| | change his or her behavior or defend it
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| Specific to the incident, what happened?
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| | before informal or formal complaints are
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| When did it happen? Where did it happen?
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| | filed.- It may minimize or prevent
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| What preceded the incident? What did the
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| | retaliation against you.- It may be used
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| harasser do or say? What did you do or
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| | in support of a formal complaint or
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| say? What happened in addition to or
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| | lawsuit to demonstrate that you initiated
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| since the incident? Who may have seen or
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| | action to end the harassment.HARASSMENT
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| heard the incident? With whom have you
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| | QUESTIONNAIREThis questionnaire will be
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| discussed the incident?Here are some
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| | administered to all employees at least
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| questions we may ask the accused:
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| | once per year. Please do not write any
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| Specific to the incident, are you
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| | names on this form. Continue on the back
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| attracted to (name the employee)? Do you
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| | of this form if additional space is
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| ever think of (name the employee) in a
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| | needed to answer a question.Questions
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| sexual way? Have you ever touched (name
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| | (Answer Y or N )1. Have you been
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| the employee)? Have you tried to kiss
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| | subjected to sexual harassment while
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| (name the employee)? (Describe the
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| | working here? (If "No," skip to Question
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| alleged incident.) Please give me your
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| | #11.) Y ___ N ___2. If so, what did you
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| version of the incident. Did you offer
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| | encounter? (Check as
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| (name the employee) help with his/her
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| | appropriate).- Physical contact you did
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| career in exchange for his/her
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| | not want. Y ___ N ___- Cornering or
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| affection?Here are some questions we may
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| | invading your "personal space." Y ___ N
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| ask any witnesses:
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| | ___- Continued or repeated idle chatter
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| Have co-workers complained about
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| | of a sexual nature and graphic comments
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| inappropriate behavior in the department?
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| | about sex.
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| Have you personally noticed or been
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| | Y ___ N ___- Offensive and persistent
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| offended by inappropriate behavior?
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| | "risque" jokes or sexual teasing. Y ___ N
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| Please describe any inappropriate or
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| | ___- Comments made or questions asked
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| offensive behavior that you have
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| | about the sensuality of your spouse,
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| experienced or witnessed. Are there any
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| | friend or your own sexual orientation. Y
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| calendar pictures or posters displayed
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| | ___ N ___- Pseudo-medical advice given to
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| which offend you or someone else? Have
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| | you such as "You must be feeling bad
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| offensive jokes or comments been made
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| | because you didn't get enough (sex)" or
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| about people in the department? (If the
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| | "A Little Tender Loving Care (TLC) will
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| answer to the above question is yes then
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| | cure your ailments."
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| ask:) Who made these remarks and what was
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| | Y ___ N ___- Provocative looks such as
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| said? Specific to the incident (describe
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| | leering or ogling. Y ___ N ___- Lewd
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| the time and place of the incident, then
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| | gestures (holding or eating fruit
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| ask:), Did you notice anything in your
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| | provocatively) or suggestive noises or
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| department that may have disturbed you or
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| | sounds (wolf calls, kissing sounds, or
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| another employee? Did you hear a
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| | lip smacking). Y ___ N ___- Annoying or
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| conversation involving (name the
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| | degrading comments about your body,
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| employee)? Did you see anyone talking to
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| | weight, or size. Y ___ N ___- Annoying or
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| this employee? Did you observe any
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| | degrading remarks about sex. Y ___ N
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| interaction between this employee and a
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| | __- Pressure to engage in sexual
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| co-worker or supervisor?MYTHS ABOUT
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| | activity, but without job-related
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| SEXUAL HARASSMENT- The complainant wanted
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| | threats. Y ___ N ___- Threats or
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| the attention or enjoyed it.- The
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| | suggestions that your job or working
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| complainant's physical appearance or
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| | conditions, etc., depend on your
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| clothing enticed the harasser.- The
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| | submission to sexual demands. Y ___ N
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| complainant probably falsified the
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| | ___- If you have experienced sexual
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| incident report of sexual
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| | harassment on the job in a form that was
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| harassment.- The complainants and the
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| | not listed, please use the space below to
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| accused sexual harassers can be easily
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| | explain. (Continue on the back if
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| identified or stereotyped.- All men are
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| | necessary).
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| harassers.- Women are the only victims or
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| | _________________________________________
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| sexual harassment and women do not
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| | ________________________
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| sexually harass. (Approximately 10% of
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| | _________________________________________
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| reported cases are filed against women
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| | ________________________
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| and 90% against men).- Sexual harassment
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| | _________________________________________
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| is only teasing and an innocent
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| | ________________________4. Who harassed
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| flirtation sport.- Sexual harassment is
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| | you? (Do not write names)Co-worker _____
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| rare in the workplace.- If the
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| | Supervisor _____ Customer _____Other:
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| complainant had only said "No," the
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| | (Specify) ____________5. What action did
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| harassment would have stopped.For many
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| | you take to end the harassment? (If you
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| people, sexual harassment is an
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| | did not take any actions to end the
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| uncomfortable, disturbing and even
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| | harassment, skip to Question #8.)
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| frightening experience. It can be
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| | No Action _____Filed a formal complaint
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| extremely disruptive to one's lifestyle
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| | grievance _____Filed an informal
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| to face a continuous barrage of unwanted
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| | complaint/grievance _____Resolved the
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| comments, to rearrange one's schedule to
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| | problem on your own _____
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| avoid certain people, and to simply live
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| | Other measures: (Specify)
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| in a constant state of wariness. As a
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| | _________________________________________
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| result, harassment can have devastating
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| | 6. Did the harassment stop when you
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| effects on one's performance at work,
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| | initiated action to end it? Y ___ N
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| one's comfort and self-esteem and
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| | ___7. What was the outcome? (Continue on
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| physical health. Often, people are afraid
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| | back if necessary)
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| of addressing the harassment they
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| | _________________________________________
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| experience because they fear that the
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| | ________________________
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| perpetrator will exercise their power in
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| | _________________________________________
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| a disadvantageous way. For example, one
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| | ________________________8. If you did not
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| might fear losing a promotion, getting a
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| | take any action to end the harassment,
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| poor evaluation, or being fired if one
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| | please indicate why?
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| protests or even acknowledges the
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| harassment.People who are sexually
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| | _________________________________________
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| harassed often wrongly assume that the
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| | ________________________
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| cause of their problem is in their own
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| | _________________________________________
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| conduct, and therefore are very hesitant
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| | ________________________
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| to confront the instigator, or to discuss
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| | _________________________________________
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| the problem with an authority or even a
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| | ________________________9. Would you have
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| friend. Others try to downplay the
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| | filed a complainant if you had been aware
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| existence of the harassment in the hopes
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| | of a procedure for you to do so? Y
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| that it will simply end. But victims are
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| | N10. Were you penalized in any way for
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| not to blame for the behavior of their
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| | objecting or complaining? If so, how? Y N
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| harasser, nor should they pretend that
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| | _________________________________________
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| the negative effects they're experiencing
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| | ________________________
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| don't exist, because they probably won't
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| | _________________________________________
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| go away by themselves.We understand that
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| | ________________________
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| if you have been the victim of sexual
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| | _________________________________________
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| harassment you may not have told the
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| | ________________________
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| harasser to stop for a variety of
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| | _________________________________________
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| reasons. If you come forward to us with
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| | ________________________11. Do you know
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| your complaint, this is how we will help
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| | of anyone who works in this unit who has
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| you.We will not treat your complaint as
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| | been harassed and was afraid to object or
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| trivial. All complaints will be taken
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| | complain? Y N12. Do you think that sexual
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| seriously, but there is a wide degree of
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| | harassment is a problem in this unit?
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| difference between incidents. You and the
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| | What suggestions do you have for creating
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| person accused will be advised of your
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| | a sexual harassment-free work place? Y N
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| right to union representation. Less
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| | _________________________________________
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| serious complaints can be handled
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| | ________________________
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| informally. For example, the supervisor
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| | _________________________________________
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| may call in the person who has been
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| | ________________________13. Has
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| complained about and reiterate the policy
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| | harassment, or your fear of it,
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| and make admonishments where necessary
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| | distracted you from your work or reduced
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| for the employee to modify his or her
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| | your efficiency? Y N How? (Specify and
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| behavior. We will first try to resolve
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| | continue on back if
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| the issue informally without a formal
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| | necessary.)______________________________
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| complaint, unless the incident was
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| | ___________________________________
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| unambiguous and severe, in which case a
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| | _________________________________________
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| formal procedure will be implemented
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| | ________________________14. (Optional)
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| immediately. It is up to you to decide
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| | Are you male or female? M F15. Please
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| how serious the situation is. You will
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| | make any additional comments on any
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| not be pressured to handle the incident
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| | aspect of this subject.
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| informally. If the situation is
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| | _________________________________________
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| adequately resolved with an informal
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| | ________________________
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| procedure, no further action shall be
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| | _________________________________________
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| taken. If the matter is not resolved to
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| | ________________________
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| the complainant's satisfaction through
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| | _________________________________________
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| informal resolution, a formal procedure
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| | ________________________
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| will be implemented.We will ask you if
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| | _________________________________________
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| you feel comfortable asking the harasser
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| | ________________________
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| to stop, or would prefer third-party
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| | _________________________________________
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| intervention from us. You may choose to
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| | ________________________
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| accept the self-help approach. If so,
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| | _________________________________________
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| approach the harasser and say "I want
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| | ________________________
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| (whatever the sexually harassing behavior
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| | _________________________________________
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| is) to stop immediately" in a firm and
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| | ________________________
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| assertive manner. This approach gives you
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| | _________________________________________
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| an active role in the resolution process
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| | ________________________Permission is
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| and a sense of "empowerment." Telling the
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| | hereby granted to modify and use the
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| harasser to stop will often deter the
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| | information in this draft sexual
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| harasser from subsequent and more
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| | harassment guideline, provided you
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| progressive acts of sexual harassment.We
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| | include reference to the author as shown
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| will instruct you to keep a record of the
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| | at the end.Original document created by
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| incidents of sexual harassment. You
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| | Al Link (4 Freedoms Relationship Tantra)
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| should record all incidents, dates,
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| | Link and Pala Copeland own and operate 4
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| times, places, and witnesses who heard or
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| | Freedoms Relationship Tantra. They
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| saw the incident. You should seek
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| | regularly host Tantra Sacred Loving
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| information about others who may have
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| | weekends near Ottawa Canada, and weeklong
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| been similarly harassed, but it would be
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| | retreats in exotic locations around the
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| better to do this only after you talk to
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| | planet. For more information call toll
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| us. These persons may be important
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| | free from Canada or USA: 1-800-684-5308
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| components in the grievance resolution
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| | International long distance:
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| process if a formal complaint is filed.
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| | 1-819-689-5308. Visit their website or
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| You will want to contact the individuals
| |
| | send email: Their book, Soul Sex: Tantra
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| perceived to be targets of sexual
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| | for Two, is published by New Page Books,
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| harassment before disclosing their names.
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| | 2003.
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| This action should be discrete and kept
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| |
|
