Montana Sexual Harassment Policies

Montana Sexual Harassment Policies

      Employees have a right for a “zero tolerance environment”

Sexual harassment includes:
  • Quid pro quo or “This for that” …. implicitly made a term or condition of employment;
  • Increase salary or promotion,based on this agreement;
  • Negative behavior interferes with work performance, or simply ability to do one’s job effectively.
Sexual harassment also includes:
  •  Gender
  • Workplace Examples: Biased behavior with gender issues
Sexual harassment must be determined on a individual basis . . . . . . 
These forms are often associated with Unwelcome Conduct:
  • Pressure to engage in sexual issues
  • Frequent body contact
  • Off colored jokes or comments
  • Stalking or starring
  • Body disparaging or shameful comments
  • Promoting a employee based on sexual activities or quid pro quo

Impact of Issues:

Harassment is Gender neutral. Employees are frequently scared to contact their  manager or HR, becuase of job related fear. Some real life examples of sexual harassment behavior are:
  • Mental anguish and emotional distress
  • Eroding of self-confidence
  • Increase of stress and family involvement
  • Absenteeism/excessive drinking or drug use
  • Work effectiveness
  • Constant moving form job to job, as a result of emotional distress

Employer Responsibility . . . . . 

Companies may be liable for compensation or other forms of remuneration to employees
  • Owner or manager
  • Managers ,and their failure to report issues
  • Managers who  failed to take immediate corrective action;
  • Vendors or independent contractors in the workplace 
Steps for corrective action might include:
The following steps will aid in preventing sexual harassment:
    Post a written policy defining the companies ” Zero Tolerance “ involving sexual harassment and discrimination issues in the workplace. 
  • provide seminar training for everyone involved in the workplace
  • immediately investigate any report of sexual harassment or other forms of workplace misconduct 
  • take immediate corrective action, when issues or a complaint is filed. HR should be front and center in this investigative process.
  • employee’s should be aware thru policy posters and seminar training the power that Montana Human Rights Bureau and the federal Equal Employment Opportunity Commission, play in theinvestigative process.
Employee action . . . . . 
If you have experienced any type of the harassment issues mentioned above,abrasive sexual comments, or gender-based conduct in your workplace, immediately inform your manager, or HR.. If your complaints are not resolved, you should take the following steps:
  • report the sexual harassment to another manager, HR., or directly to your employer
  • record precise dates and facts of all sexual harassment related behavior and the names of witnesses


 Stalking and Harassment can be the following:
• Making unwanted visits or sending you unwanted messages (over the phone, computer, etc)
• Following you, with repeated regularly
• Constantly trying to publicly humiliate or intimate you
• Behavior abuse continues, even following repeated warning and calls to stop
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