Return To Main Site
   

SEXUAL HARASSMENT POLICY

    1. Policy Statement
    2. Applies to
    3. Definition of Sexual Harassment
    4. Compliants of Sexual Harassment
    5. Sexual Harassment Investigation
    6. Corrective Action
    7. State and Federal Remedies
    8. House Officers Manual

 

1. Policy Statement

  • 1.1 It is the goal of Partners HealthCare System Inc. (PHS) to promote a workplace that is free of sexual harassment. Sexual harassment of employees occurring in the workplace or in other settings in which employees may find themselves in connection with their employment is unlawful and will not be tolerated. Further, any retaliation against an individual who has complained about sexual harassment or cooperated with an investigation of a sexual harassment complaint is similarly unlawful and will not be tolerated.

  • 1.2 PHS takes allegations of sexual harassment seriously, and will respond promptly to complaints of sexual harassment. Where it is determined that such inappropriate conduct has occurred, PHS will act promptly to eliminate the conduct and take corrective action.

Back to Top

2. Applies to:

  • 2.1 All employees.

Back to Top

3. Definition of Sexual Harassment

  • 3.1 According to Massachusetts law, sexual advances, requests for sexual favors, and verbal or physical conduct of a sexual nature could constitute sexual harassment when:
    • a. submission to or rejection of such advances, requests or conduct is made either explicitly or implicitly a term or condition of employment or as a basis for employment decisions, such as promotions, scheduling vacations, etc.; or,


    • b. such advances, requests or conduct have the purpose or effect of unreasonably interfering with an individual’s work performance by creating an intimidating, hostile, humiliating or sexually offensive work environment.

  • 3.2 Sexual harassment may occur regardless of the intention of the person engaging in the conduct. While it is not possible to list all those circumstances that constitute sexual harassment, the following are some examples of conduct, which, if unwelcome, may constitute sexual harassment, depending upon the totality of the circumstances, including the severity of the conduct and its pervasiveness:
    • Sexual advances whether or not they involve physical touching;
    • Requests for sexual favors in exchange for actual or promised job benefits such as favorable reviews, salary increases, promotions, increased benefits, or continued employment;
    • Sexual jokes;
    • Use of sexual epithets, written or oral references to sexual conduct, gossip regarding one's sex life; comment on an individual's body, comment about an individual’s sexual activity, deficiencies, or prowess;
    • Displaying sexually suggestive objects, pictures, cartoons;
    • Leering, whistling, brushing against the body, sexual gestures, suggestive or insulting comments;
    • Inquiries into one's sexual experiences;
    • Discussion of one's sexual activities; and,
    • Assault or coerced sexual acts.
  • 3.3 Either sex may be the harasser

Back to Top

4. Complaints of Sexual Harassment

  • 4.1 Any employee who feels s/he has been sexually harassed has several ways to make his/her concerns known:
    • a. If the employee can comfortably do so, s/he should inform the employee engaging in the harassment that the conduct is offensive and must stop.


    • b. If the employee doesn’t wish to communicate directly with the person or if communication hasn’t brought results, the employee has the right to file a complaint with PHS. This may be done in writing or orally by contacting

      Eileen Burke Sherman
      Corporate Director, Employee/Labor Relations
      (617) 525-3140 or

      Dennis Colling
      Vice President of Human Resources
      (617) 278-1006.

    • If an employee feels more comfortable initially speaking to his/her Human Resource Generalist or a representative of management, the employee may do so. The management representative receiving the complaint should inform the appropriate Human Resource representative, who will assure an investigation takes place.

Back to Top

5. Sexual Harassment Investigation

  • 5.1 When a complaint is received, the allegation will be promptly investigated in a fair and expeditious manner. The investigation will be conducted in such a way as to maintain confidentiality to the extent practicable under the circumstances. The investigation will include a private interview with the person filing the complaint and with witnesses, if any. The person alleged to have committed sexual harassment will be interviewed. When the investigation has been completed, to the extent appropriate, the person filing the complaint and the person alleged to have committed the conduct will be informed of the results of that investigation.
  • 5.2 If it is determined that inappropriate conduct has occurred, PHS will act promptly to eliminate the offending conduct and take corrective action

Back to Top

6. Corrective Action

  • 6.1 An employee who has been found in violation of this policy by engaging in sexual harassment will be subject to the Corrective Action Policy. PHS may at its discretion determine that a first offense will result in immediate termination.

Back to Top

7. State and Federal Remedies

  • 7.1 The following are the appropriate State and Federal discrimination enforcement agencies:

    A. The United States Equal Employment Opportunity Commission

    1 Congress Street, 10th Floor
    Boston, MA 02114
    (617) 565-3200

    B. The Massachusetts Commission Against Discrimination

    Boston Office:
    One Ashburton Place - Room 601
    Boston, MA 02108
    (617) 727-3990

    Springfield Office:
    424 Dwight Street
    Springfield, MA 01103
    (413) 739-2145

    Worcester Office:
    22 Front Street, 5th floor
    PO Box 8038
    Worcester MA 01614
    (508) 799-6379

 
Back to Top