Policy No. 111
LEGAL AID OF WYOMING INC.
SEXUAL HARASSMENT POLICY
Policy and Procedures
(a). Purpose. Legal Aid of Wyoming Inc. (LAWyoming) is committed to providing a workplace
that is free from sexual harassment. Sexual harassment in the workplace is against the law
and will not be tolerated.
(b). Policy.

It is the policy of Legal Aid of Wyoming Inc. (LAWyoming) that all of its activities shall
be conducted free from all forms of unlawful discrimination, including sexual
harassment.

Wyoming and federal civil rights laws protect employees from sexual harassment. It is
the policy of LAWyoming not to discriminate on the basis of gender with respect to all
terms and conditions of employment, including job advertising and classification,
employee selection and hiring, promotion and demotion, lay-off and recall, wages and
benefits, discipline and termination.

LAWyoming will not tolerate sexual harassment. This includes unwelcome sexual
advances, requests for sexual favors, and other unwelcome verbal or physical conduct of
a sexual nature. It is unlawful and against the policies of LAWyoming for any employee,
male or female, to sexually harass another employee by:
o Making unwelcome sexual advances or requests for sexual favors or engaging in
other unwelcome verbal or physical conduct of a sexual nature; or
o Making submission to or rejection of such conduct the basis for continued
employment or employment decisions affecting an employee; or
o Creating an intimidating, hostile or offensive working environment by such
conduct.
(c). Grievance Procedure.

Any person who believes that he or she has been the subject of sexual harassment or of
retaliation related to any charge of sexual harassment shall report such a charge
immediately to the Executive Director or the Chair of the Board of Directors if the
Executive Director is the person accused of harassment or retaliation. An investigation of
all complaints will be undertaken immediately by the Executive Director or designee, or a
person appointed by the Chair of the Board of Directors. The investigation shall be
completed as soon as practical, but not later than 30 days from the date of the complaint
unless additional time is agreed to by the complainant.
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Policy No. 111

LAWyoming will make every reasonable effort to keep complaints based on sexual
harassment confidential. After appropriate investigation, any employee who has been
found to have sexually harassed another person will be subject to appropriate discipline,
including suspension or termination of employment. LAWyoming will also not tolerate
retaliation against victims or witnesses of sexual harassment and will also take
disciplinary action as a result of any proven incident of retaliation after conducting a
complete investigation.

Any employee subject to discipline pursuant to this policy may pursue all procedures and
remedies available. The employee, including the Executive Director, may request review
by the Board of Directors.
I HEREBY SWEAR OR AFFIRM THAT I HAVE READ AND UNDERSTAND LEGAL AID OF WYOMING
INC.’S SEXUAL HARRASSMENT POLICY AND AGREE TO ABIDE BY THE TERMS DESCRIBED
ABOVE:
_____________________________
___________________________
Employee Signature
Date
_____________________________
Employee Printed Name
LAWyoming Policy No. 111
Approved by LAWyoming Board on July 15, 2010
Revised
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