SEXUAL HARASSMENT

As members of the legal community, they are committed to ensuring that women

and men have a spurt place free from sexual torment and therefrom recognize the

need for all employers, including legal employers, to have and enforce a sexual

molestation policy. To attend to in educating the legal profession, the judiciary, and

society at large on the military issue of sexual badgering, 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 dupes of harassment to come forward and ensure

that man agent takes trigger and effective corrective action to eradicate sexual

harassment.

        Sexual harassment is illegal sex discrimination and includes both unwelcome

advances, requests for sexual favors and any other verbal, visual, or physical channelise

of a sexual genius which meets and one of the following three criteria:

        

        a. Submission to such conduct is made either explicitly a term given or

         condition the individuals 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 engaged with an

Individuals 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 use 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

woman.

        An effective sexual harassment policy is one that focuses on prevention. Also,

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