Preventing Harassment/Hostile Environment

Answer “Yes” or “No.”

The public entity has adopted, disseminates and consistently enforces a written “No Harassment” policy.

The “no harassment” policy is updated at least annually.

The entity educates staff members about what sexual harassment is, how to protect themselves and how to report harassment.

The nonprofit ensures that employees understand, through harassment policy and training, that no one in the public entity has the authority to require sexual favors for job benefits.

The entity takes claims of harassment seriously and seeks advice of legal counsel.

The entity investigates and takes appropriate corrective action following actual or constructive notice of the harassment.

The entity investigates claims of sexual harassment by employees, volunteers, temporary help and contract workers, unless legal counsel advises otherwise.

The entity takes appropriate corrective action when it becomes aware of sexual harassment by non-employees (through actual or constructive notice).