Administrative Manual - 208 Employee Performance and Conduct
208.04 Sexual Harassment
It is the policy of JSA to prohibit sexual harassment of its employees, subcontractors, and visitors in the workplace by any person and in any form. JSA shall not tolerate verbal or physical conduct by any employee which harasses, disrupts, or interferes with another's work performance or which creates an intimidating, offensive, or hostile environment.
- POLICY COMPONENTS
- Specifically, no manager or supervisor shall threaten or insinuate, either explicitly or implicitly, that an employee's refusal to submit to sexual advances shall adversely affect the employee's employment, appraisal, wages, advancement, assigned duties, shifts, or any other conditions of employment or career development. Nor shall any manager or supervisor insinuate that an employee's acceptance of sexual advances shall positively affect any condition of employment or career development.
- Other sexually harassing conduct in the workplace, whether committed by supervisory or non-supervisory personnel, is also
prohibited. Such conduct includes, but is not limited to:
- Unwelcome sexual flirtations, touching, advances, or propositions;
- Verbal abuse of a sexual nature;
- Graphic or suggestive comments about an individual's dress or body;
- Sexually degrading words used to describe an individual or in the presence of an individual who is offended by them;
- The display in the workplace of sexually suggestive or demeaning objects or pictures.
- Each supervisor has an affirmative duty to maintain a workplace free of sexual harassment. This duty includes discussing this policy with all employees and assuring them that they are not required to endure insulting, degrading or exploitive sexual treatment or to work in an environment where such treatment exists, and ensuring employees are aware of the Lab's internal complaint procedures.
- Supervisory responsibility extends also to ensuring that anyone who seeks to address a perceived problem or lodge a complaint is protected from reprisal. Supervisory employees who are aware of any incidents of sexual harassment in the workplace are responsible for taking positive action to eliminate such conduct or remedy its effect. Supervisors shall report such incidents to their manager and/or Employee Relations.
- Any employee who believes he/she has been subjected to sexual harassment has the responsibility to report any incident(s) to his/her supervisor and/or the Employee Relations Manager. Any employee who observes behavior that he/she believes to be harassment is encouraged to notify, without fear of reprisal, his/her supervisor and/or the Employee Relations Manager.
- Any employee who believes that he/she has been the subject of sexual harassment should report the alleged act immediately to his/her supervisor and/or JSA's Employee Relations Manager. The Employee Relations Manager will follow up on all reports of sexual harassment as appropriate.
- JSA reserves the right to initiate investigations of alleged sexual harassment as appropriate. The employee may request an investigation be conducted by the Employee Relations Manager. The request for an investigation should be addressed to the Employee Relations Manager preferably in writing and include specific references to the allegation along with the requested remedy.
- The Employee Relations Manager shall ensure that the complaint is investigated promptly and in an impartial and confidential manner. Disclosure of the identity of the person making the report shall be based on a need-to-know. The employee shall be advised of the findings and actions taken to correct the situation.
- Any employee, who is found, after appropriate investigation, to have engaged in sexual harassment of another employee in violation of this policy shall be subject to appropriate corrective action, depending on the circumstances, from a warning up to and including separation from JSA employment.
- Deliberately dishonest claims will be handled appropriate to the circumstance.