Sexual and Other Unlawful Harassment


 
POLICY:
 
We are committed to providing a patient care and work 
environment that is free of discrimination and unlawful 
harassment based on an individual's sex, race, ethnicity, 
age, religion, sexual orientation or any other legally 
protected characteristic.  We constantly strive to provide an 
environment which is pleasant, healthful, comfortable, and 
free from intimidation, hostility or other offenses which 
might interfere with patient care and employee work 
performance.  The purpose of this policy is to provide 
appropriate guidelines to maintain a work environment free of 
sexual and other forms of unlawful harassment.
 
PROCEDURE:
 
Harassment can take many forms.  It may be, but is not 
limited to the following: words, signs, jokes, pranks, 
intimidation, physical contact, or violence.  Harassment is 
not necessarily sexual in nature.
 
Sexually harassing conduct may include unwelcome sexual 
advances, requests for sexual favors, or any other verbal or 
physical contact of a sexual nature that prevents an 
individual from effectively performing the duties of their 
position or creates an intimidating, hostile or offensive 
environment, or when such conduct is made a condition of 
employment or compensation, either implicitly or explicitly.
 
Any employee acting in this manner or violating this policy 
is not acting within the scope of their employment.
 
An employee or patient who believes he/she has been subject 

to an incident of alleged sexual or other unlawful harassment 
should promptly report the matter to the Medical Director. 
Employees may raise concerns and make reports of unlawful 
harassment without fear of reprisal.  Any employee engaging 
in sexual or other unlawful harassment will be subject to 
disciplinary action, up to and including termination of 
employment.
 
This policy applies to all employees and to non-employees, 
including vendors and patients, who have contact with our 
employees.  This policy applies to all members of our medical 
staff.
 
Unlawful sexual harassment includes, but is not limited to, 
unwelcome sexual advances, requests for sexual favors, and 
other verbal, visual or physical conduct of a sexual nature 
where:
 
1.  Submission to such conduct is an implied or expressed 
    condition of employment;
2.  Submission to or rejection of such conduct is the basis 
    for employment decisions affecting the individual; and/or
3.  The conduct has the effect of interfering with an 
    individual's work performance or creating an   
    intimidating, hostile or offensive work environment.
 
 
IMPORTANT FACTS YOU SHOULD KNOW
 
1.  Sexual harassment complaints are confidential and will 
    not be discussed with anyone without your consent.
 
2.  You may discuss your concerns with the office manager or 
     the Medical Director.  A formal complaint need not be 
     filed.
 
3.  Harassment against you as retaliation for expressing 
    concern or filing a complaint of sexual harassment is 
    prohibited.
 
4.  Appropriate supervisory personnel, including the Medical 
    Director, will provide assistance and support at each 
    step of the grievance process.
 
5.  Normally, a sexual harassment complaint should be filed 
    within 30 days of the date of the incident; however, if 
    extenuating circumstances exist, the 30 day window for 
    filing may be extended.
 
RECOGNIZING SEXUAL HARASSMENT
 
1.  Verbal harassment or abuse
2.  Subtle pressure for sexual activity
3.  Remark of a sexual nature about a person's clothing or
    body
4.  Humor and jokes about sex or gender-specific traits
5.  Unnecessary touching, patting, pinching or brushing 
    against a person's body
6.  Leering or ogling of a person's body
7.  Suggestive or insulting sounds, jeering, whistling, 
    obscene gestures, or graphics
8.  Demands for sexual favors accompanied by implied or 
    overt threats concerning one's job, evaluations, letters 
    of recommendations, etc.
9.  Physical assault
 
DETERRING SEXUAL HARASSMENT
 
1.  Be direct.  Say 'NO' immediately.  Most harassment 
    stops when you communicate clearly that such behavior 
    is not wanted, is not flattering, and is not considered 
    to be complimentary.
2.  Keep a record of the incident(s), indicate where it 
    took place and include the names of any witnesses.
3.  If the conduct persists, inform your supervisor that 
    this behavior is occurring.
4.  If the action continues, file a written formal 
    complaint with the office manager/Medical Director so 
    that an investigation can be conducted and appropriate 
    action can be taken to resolve the situation.
 
Approved By Governing Board    
WE.4
Control #143.0
GUPTA GASTRO