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Retaliation will not be tolerated against any person who complains, reports or
testifies about sexual harassment, or participates in an investigation of sexual
harassment complaint.
I. POLICY
The Tennessee General Assembly as part of its affirmative action efforts for the
legislative branch of government and pursuant to the guidelines on sex
discrimination issued by the Equal Employment Opportunity Commission
(EEOC), fully supports the protections and safeguard of the rights and
opportunities of all people to seek, obtain and hold employment without
subjection to sexual harassment of any kind in the work place. The Office of
Legislative Administration shall administer this policy in order to ensure that the
legislative branch of government provides an environment free of sexual
harassment.
The Tennessee General Assembly acknowledges that the question of whether a
particular action or incident is of a purely personal or social nature, without a
discriminatory employment affect, requires an extensive determination based on
all the facts in each case. The General Assembly recognizes that false
accusations of sexual harassment can have serious effects on innocent
individuals. We also recognize that there are other options available to a
complainant and courses of action that he or she may pursue.
The General Assembly trusts that all employees of the legislature will continue to
act responsibly to establish and maintain a pleasant working environment for all.
II. DEFINITIONS
1.
2.
One specific form of harassment is the demand for sexual favors. Other
forms may include, but are not limited to the following:
a. Verbal Sexual innuendoes, suggestive comments, jokes of a
sexual nature, sexual propositions, threats.
b. Non-verbal Sexually suggestive objects or pictures, graphic
commentaries, suggestive or insulting sounds, leering, whistling,
obscene gestures.
All members of the General Assembly and all legislative personnel are
expected to comply with this policy and take appropriate measures to
ensure that such conduct does not occur.
III. SEXUAL HARASSMENT COMPLAINT PROCEDURE
1.
Reporting
a. Any employee or member who believes that he or she has been
the subject of sexual harassment should report the alleged act
immediately to his or her supervisor, to the director of Legislative
Administration at (615) 741-3569 or to the respective Speaker.
Complainants may also wish to contact the Equal Employment
Opportunity Commission (EEOC) at 736-5820 or the Tennessee
Human Rights Commission at 741-5825;
b. If a complaint involves a member of the General Assembly, the
complainant shall be provided information by the Director of
Legislative Administration as to how to file a confidential
complaint with the respective Speaker.
2.
Confidentiality
a. All complaints will be handled in a timely and confidential manner.
In no event will information concerning a complaint be released to
Disciplinary Action
If the investigation reveals that the complaint is valid, prompt attention
and disciplinary action designed to immediately stop the harassment
and to prevent its recurrence shall be taken.
a. The form of disciplinary action for legislative employees shall be
considered and decided upon by the appropriate authority. Based
on the seriousness of the offense, such action may include, but is
not limited to, verbal or written reprimand, suspension, demotion
or termination.
b. The form of any disciplinary action for a member shall be
determined in accordance with Article II, Section 12 of the
Constitution of Tennessee.