Providence Community Housing does not tolerate sexual harassment. Sexual harassment may include unwelcome sexual advances, requests for sexual favors, or other unwelcome verbal or physical contact of a sexual nature: (1) is made explicitly or implicitly a term or condition of employment, (2) is used as a basis for an employment decision, and (3) when such conduct creates an offensive, hostile, and intimidating working environment and prevents an individual from effectively performing the duties of their position.
Courteous, mutually respectful, pleasant, noncoercive interactions between employees that are appropriate in the workplace and acceptable to and welcomed by both parties are not considered to be harassment, including sexual harassment.
No hardship, loss, benefit or penalty may be imposed on an employee in response to: (1) filing or responding to a bona fide complaint of harassment, (2) appearing as a witness in the investigation of a complaint, and (3) serving as an investigator of a complaint.
Lodging a bona fide complaint will in no way be used against the employee or have an adverse impact on the individual’s employment status. However, filing groundless or malicious complaints is an abuse of this policy and will be treated as a violation.
Any person who is found to have violated this aspect of the policy will be subject to discipline up to and including termination of employment.
All complaints and investigations are treated confidentially to the extent possible, and information is disclosed strictly on a need-to-know basis. The identity of the complainant is usually revealed to the parties involved during the investigation, and the President/CEO will take adequate steps to ensure that the complainant is protected from retaliation during and after the investigation. All information pertaining to a complaint or investigation under this policy will be maintained in secure files by the President/CEO department.
Providence Community Housing has established the following procedure for lodging a complaint of sexual harassment or retaliation. The company will treat all aspects of the procedure confidentially to the extent reasonably possible.
If the investigation is inconclusive or it is determined that there has been no violation of policy but potentially problematic conduct may have occurred, the manager or President/CEO may recommend appropriate preventative action.
1. Senior management will review the investigative report and any standards submitted by the complainant or respondent, discuss results of the investigation with the manager and any other management staff as appropriate, and decide what action, if any, will be taken.
2. Once a final decision is made by senior management, the manager will meet with the complainant and the respondent separately and notify them of the findings of the investigation. If disciplinary action is to be taken, the respondent will be informed of the nature of the discipline and how it will be executed.
Nothing in this policy may prevent the complainant or the respondent from pursuing formal legal remedies or resolution through local, state, or federal agencies or the courts.
All Providence Community Housing employees must complete one hour of sexual harassment training each year and submit evidence to their manager.