Académique Documents
Professionnel Documents
Culture Documents
April 7, 2016
MEMORANDUM
TO:
FROM:
II. RECOMMENDATIONS
The Sexual Harassment Policy Review Committee makes the following
recommendations:
A. Modernization of Language. 4
1. The General Assembly may wish to refine the policy's preamble.5
2. The language of the current policy could be amended for clarity of understanding
and process. "What is a violation?" "To whom should I report?" "How will my
complaint be resolved?" These questions should be addressed clearly and precisely.
The General Assembly may wish to consider that goals in developing a revised
policy are to be sure that all persons who are subject to it are aware of its provisions
and processes and that all complaints are promptly and respectfully handled.
3. In revising the language of the policy, the General Assembly may wish to
continue to ensure that persons wishing to report harassment are encouraged to
come forward by providing necessary confidentiality and prohibiting retaliation.
4. In revising the language of the policy, the General Assembly could consider
consulting with the Tennessee Attorney General & Reporter and/or an employment
law firm. Such consultation could be beneficial to ensure current best practices are
considered and addressed in the policy.
B. Training.
1. The General Assembly may wish to enhance current training for members, staff,
interns, and others working at the General Assembly. A regular training schedule
for both members and staff would be advisable. General training could occur at
The trend in anti-harassment policy is to broaden the scope beyond sexual harassment to include
other types of workplace harassment. Workplace harassment policies include sexual harassment.
The Tennessee Executive Branch and the Judicial Branch have each adopted a "workplace
discrimination and harassment" policy. In revising the General Assembly's Sexual Harassment
Policy, the General Assembly may wish to consider a broader workplace harassment policy.
5 The General Assembly could consider the following:
The General Assembly is committed to creating and maintaining a work environment where all
members, staff, lobbyists, vendors, interns, and guests are treated with respect. To this end, the
Members of the General Assembly do commit to maintaining a workplace free of sexual harassment
of any person. Sexual harassment by a member or an employee of the General Assembly is
prohibited.
4
Training for members of the General Assembly could be accomplished at the same time or in the
same manner as the annual ethics orientation/current issues course held at the beginning of each
annual session of a General Assembly. Such training could be conducted and/or coordinated through
a dedicated sexual harassment officer as described in II.D.2, infra.
7 Specialized training of supervisory staff could be conducted and/or coordinated through a dedicated
sexual harassment officer as described in II.D.2, infra.
6
D. Confidence.
1. In revising the policy, the General Assembly should consider the importance of
trust in the policy. The General Assembly may wish to consider input from
members and staff through focus groups and/or anonymous formats such as a
survey or comment process.
2. The General Assembly may wish to consider appointing a dedicated sexual
harassment officer to handle inquiries, complaints, investigations, and training
coordination. While sexual harassment may not be this employee's sole
responsibility, it should be a primary duty. Such an officer could be appointed from
existing staff or through contract with an outside professional individual.
3. In reporting violations under the policy, the General Assembly may wish to
consider an opposite gender reporting option. Under such a scenario, a person
wishing to report harassment could report to a member of either gender when
making a report/complaint.
4. The General Assembly may wish to clearly delineate the disciplinary measures
that could be imposed upon members and staff found in violation of the policy.
Confidence in the policy and process may be enhanced when all who are subject to
the policy understand its implications.
5. The General Assembly may wish to continue to emphasize that retaliation in any
form will not be tolerated against any person who complains, reports, or testifies
about sexual harassment.
6. The General Assembly may wish to consider how to address frivolous complaints
and whether procedures concerning such complaints should be included within the
policy.
7. The General Assembly could consider an outside, independent advocate or
ombudsperson as an optional contact for members, staff, or any person wishing to
report harassment. This advocate could act as an additional resource for members
and staff in understanding the policy and assist those wishing to file complaints
under the policy.
8. A revised policy could be prominently placed on the web site of the General
Assembly and disseminated to each member and employee. This could promote
increased awareness and, with appropriate training, understanding of the policy.
III. CONCLUSION
The Committee appreciated the opportunity to serve the House of Representatives
by reviewing the General Assembly's current Sexual Harassment Policy. Nothing
in this report should be interpreted as suggesting that the current sexual
harassment policy is defective as no finding to this effect has been made. The
recommendations included herein are suggestions to be considered in the policy
revision process.
If you have any questions, please contact Doug Himes at (615) 741-9506.