Sexual and Other Unlawful Harassment
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.
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
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
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
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
3. Harassment against you as retaliation for expressing
concern or filing a complaint of sexual harassment is
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
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