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Sexual Harassment Policy Template for Austria

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Key Requirements PROMPT example:

Sexual Harassment Policy

I need a sexual harassment policy that clearly defines unacceptable behaviors, outlines reporting procedures, and ensures compliance with Austrian labor laws. The policy should include confidentiality assurances, protection against retaliation, and mandatory training for all employees.

What is a Sexual Harassment Policy?

A Sexual Harassment Policy sets clear rules and guidelines to protect employees from unwanted sexual behavior in Austrian workplaces. It outlines specific behaviors that count as harassment under the Equal Treatment Act (Gleichbehandlungsgesetz) and explains how the company handles complaints and supports victims.

These policies must include reporting procedures, confidentiality guarantees, and consequences for violations. Austrian employers with more than 20 staff members are legally required to implement such policies, which help create safe work environments and prevent costly legal issues. The policy also details available support resources and names designated contact persons for harassment concerns.

When should you use a Sexual Harassment Policy?

Use a Sexual Harassment Policy from the moment you start hiring employees in Austria - it's essential for protecting both your team and your organization. Austrian law requires these policies for companies with over 20 employees, but smaller organizations benefit from having them too, especially during rapid growth phases or when expanding into new locations.

The policy becomes particularly valuable when onboarding new staff, handling workplace complaints, or updating company procedures. It serves as a crucial reference point during internal investigations, helps prevent legal disputes, and demonstrates your commitment to maintaining a safe workplace under the Equal Treatment Act (Gleichbehandlungsgesetz).

What are the different types of Sexual Harassment Policy?

  • Basic Policy: Required by Austrian law, outlines essential definitions of harassment, reporting procedures, and disciplinary measures
  • Comprehensive Policy: Includes detailed prevention strategies, training requirements, and extended protections beyond legal minimums
  • Industry-Specific Policy: Adapts harassment guidelines for unique workplace settings like healthcare, hospitality, or construction
  • Multi-Site Policy: Addresses harassment prevention across multiple office locations while maintaining consistent standards
  • Digital Workplace Policy: Covers virtual harassment scenarios, including social media, remote work, and digital communications

Who should typically use a Sexual Harassment Policy?

  • HR Managers: Draft and implement Sexual Harassment Policies, coordinate training, and handle initial complaints
  • Legal Counsel: Review policies for compliance with Austrian Equal Treatment Act, advise on updates
  • Company Directors: Approve policies, ensure resources for implementation, and bear ultimate responsibility
  • Department Heads: Enforce policy guidelines, report violations, support investigation processes
  • Employees: Must understand and follow policy guidelines, report incidents, participate in training
  • Works Council: Reviews policy changes, represents employee interests, assists with complaint procedures

How do you write a Sexual Harassment Policy?

  • Company Details: Gather information about size, industry, locations, and existing workplace policies
  • Legal Requirements: Review current Austrian Equal Treatment Act guidelines and Works Council regulations
  • Reporting Structure: Define clear channels for complaints, including designated contact persons
  • Investigation Process: Outline steps for handling reports, maintaining confidentiality, and documenting cases
  • Consequences: Establish clear disciplinary measures aligned with labor laws
  • Training Plan: Create guidelines for regular staff awareness sessions and management training
  • Review Process: Set up periodic policy review schedule and update procedures

What should be included in a Sexual Harassment Policy?

  • Definition Section: Clear explanation of sexual harassment under Austrian law, including verbal, physical, and digital forms
  • Scope Statement: Coverage of all workplace locations, events, and digital communications
  • Reporting Procedure: Detailed steps for filing complaints, including confidentiality guarantees
  • Contact Information: Names and roles of designated harassment officers or reporting channels
  • Investigation Process: Timeline and steps for handling complaints, documentation requirements
  • Protection Measures: Anti-retaliation provisions and victim support mechanisms
  • Disciplinary Actions: Clear consequences for policy violations, aligned with labor laws
  • Training Requirements: Mandatory awareness sessions and documentation procedures

What's the difference between a Sexual Harassment Policy and an Equal Opportunities Policy?

A Sexual Harassment Policy differs significantly from an Equal Opportunities Policy in both scope and application, though they both support workplace fairness. While Sexual Harassment Policies focus specifically on preventing and addressing unwanted sexual behavior, Equal Opportunities Policies cover broader discrimination issues including gender, age, ethnicity, and disability.

  • Legal Framework: Sexual Harassment Policies directly implement the harassment provisions of the Equal Treatment Act, while Equal Opportunities Policies address multiple anti-discrimination laws
  • Complaint Procedures: Sexual Harassment Policies require specific reporting channels and investigation processes for harassment cases, whereas Equal Opportunities Policies cover general discrimination grievance procedures
  • Training Requirements: Sexual Harassment Policies mandate specific anti-harassment training, while Equal Opportunities Policies focus on broader diversity and inclusion education
  • Enforcement Mechanisms: Sexual Harassment Policies include immediate protective measures and strict disciplinary actions, while Equal Opportunities Policies typically involve longer-term corrective measures

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