As members of the legal community, they are committed to ensuring that women
and men have a work place free from sexual harassment and therefore recognize the
need for all employers, including 'legal employers", to have and enforce a sexual
harassment policy. To assist in educating the legal profession, the judiciary, and
society at large on the issue of sexual harassment, and to enhance the working
environment for all persons, these guidelines are offered. Sexual harassment policies
should not only be written, but need to be implemented in a form that will prevent
sexual harassment from occurring in the work place, educate employers and employees
regarding their responsibilities and rights, improve morale, enhance professionalism,
increase productivity, encourage victims of harassment to come forward and ensure
that man agent takes prompt and effective corrective action to eradicate sexual
Sexual harassment is illegal sex discrimination and includes any unwelcome
advances, requests for sexual favors and any other verbal, visual, or physical conduct
of a sexual nature which meets and one of the following three criteria:
a. Submission to such conduct is made either explicitly a term condition or
condition the individual's employment.
b. Submission to or rejection of such conduct by an individual is used as the baisis for employment decisions affecting such individual.
c. Conduct which has the purpose or effect of unreasonably interfering with an
Individual's work performance or creating an intimidating, hostile, or offensive work environment.
It determining whether one of the above criteria is met, the standard to be applied is
that of the reasonable victim of the same gender as the victim. For example, the
perspective of a "reasonable female victim" should be applied when the victim is a
An effective sexual harassment policy is one that focuses on prevention. Also,
sexual harassment policy provides...