Sexual Harassment Policy Sample For Hotel Staff

As a hotel, we prioritize the safety and comfort of our guests and staff. We recognize that sexual harassment is a serious issue that can have a lasting impact on individuals and the workplace as a whole. That’s why we have developed a comprehensive sexual harassment policy for our staff.

Our policy defines sexual harassment as any unwelcome sexual advance, request for sexual favors, or other verbal or physical conduct of a sexual nature. This includes but is not limited to unwanted touching, comments, jokes, or gestures. We expect all staff members to adhere to the highest standards of professionalism and to treat each other with respect and dignity at all times.

If a staff member experiences sexual harassment, we encourage them to report it immediately to their supervisor or a member of our Human Resources team. We take all reports of sexual harassment seriously and will conduct a thorough investigation. We will also take appropriate disciplinary action, up to and including termination, if necessary.

We also provide regular training to all staff members on sexual harassment prevention and reporting. We believe that education is key to creating a safe and inclusive workplace for everyone.

We at the [Mention HotelA Hotel or Inn may be defined as an establishment whose primary business is providing lodging facili... Name] are committed to giving every employee a just and fair hearing on issues that are raised on Sexual Harassment. The [Mention Hotel Name] will take very serious disciplinary action against any victimization of the Complainant or the Respondent that may result from a Complaint.

Sexual Harassment may include any of the following but not limited to:

• Unwelcome sexual advances involving verbal, non-verbal, or physical conduct, implicit or explicit.
• Physical contact and advances.
• Demand or request for sexual favors.
• Sexually colored remarks, including but not limited to vulgar/indecent jokes, letters, phone calls, text messages, e-mails, gestures, etc.
• Showing pornography or the like.
• Any other unwelcome physical, verbal, or non-verbal conduct of a sexual nature.
• Physical contact and advances such as touching, stalking, sounds that have explicit and /or implicit sexual connotations/overtones, and molestation.
• Display of pictures, signs, etc. with sexual nature/ connotation/ overtones in the work area and work-related areas.
• Verbal or non-verbal communication that offends the individual’s sensibilities affects her/his performance and has a sexual connotation/ overtone/ nature.
• Teasing, innuendos and taunts, physical confinement and /or touching against one’s will and likely to intrude upon one’s privacy.
• The following circumstances, among other circumstances, if it occurs or is present about or connected with any act or behavior of sexual harassment may amount to sexual harassment:
• Implied or explicit promise of preferential treatment in the employment.
• The implied or explicit threat of detrimental treatment in employment.
• The implied or explicit threat about the present or future employment status.
• Interference with the work or creating an intimidating offensive or hostile work environment.
• Humiliating treatment likely to affect health or safety

The following behavior is indicative of the behaviors that are considered inappropriate within the [Mention Hotel Name] working environment and are liable for disciplinary action:

Verbal Harassment

1. A demand or request for sexual favours.

2. Comments about a person’s sex or private life.

3. Sexually coloured remarks.

Physical Harassment

1. Offensive gestures.

2. Touching sexually.

3. Assault or coerced sexual acts.

Written or graphic harassment

1. Unsolicited forwarding of pornographic pictures through email, or any other medium.

2. The display of sexually suggestive objects, pictures, magazines, posters, or cartoons in the work area.

3. Written communication has sexual implications.

Emotional harassment

1. Demanding sexual favors in return for or with a promise of favorable performance appraisals, promotions, sustained employment, and provision of employment.

2. Implied or explicit detrimental treatment for refusal to provide sexual favors.

3. Interference with the work or creating an intimidating offensive or hostile work environment.

4. Humiliating treatment is likely to affect health or safety.

Thank you for your commitment to upholding our sexual harassment policy and for helping us create a workplace free from harassment and discrimination.