SAMPLE POLICY (THIS POLICY MUST BE ADAPTED TO CREDIT UNION’S
POLICIES AND MUST BE REVIEWED IN CONJUNCTION WITH EACH STATE’S
LAWS)
HARASSMENT AND DISCRIMINATION POLICY
Credit Union will not tolerate harassment and/or discrimination based upon sex, sexual orientation,
sexual identity, race, age, national origin, use of medical leave, marital (or civil union) status,
(receipt of an order of protection), religion, genetic information, known physical or mental
impairments and/or membership in the uniformed services. This policy addresses sexual
harassment, but may be used for all complaints of harassment and/or discrimination.
Prohibited Conduct
Conduct of a sexual or non-sexual nature which is unwelcome and/or unwanted, may be sexual
harassment if:

submission to or rejection of this conduct is made explicitly or implicitly, a term or condition of
employment; and/or

the conduct substantially interferes with an individual's employment or creates an intimidating,
hostile or offensive work environment.
Some examples of inappropriate conduct may include but are not limited to the following:

comments or questions about another's sex life;

off-color jokes in the presence of persons who are offended by them;

obscene language or gestures;

demanding and/or requesting unwanted relations;

abusive comments;

display of inappropriate photographs, objects, drawings, etc.;

leering or looking at another in an inappropriate manner;

requests for dates after the person asked expresses a desire not to be asked; or

making or recommending employment decisions on the basis of an employee's acceptance to,
objection to, reporting of, or providing information for any investigation under this policy.
Grievance Procedure for Complaints of Harassment or Discrimination
The following procedure has been adopted for dealing with complaints of inappropriate conduct:

An incident which may be a violation of this policy should be immediately reported to a
_______. If the complaint involves the _________, the complaint should be brought to the
attention of the ________________. If the employee does not feel comfortable reporting to
either his/her __________ or the_______________, s/he may report to the ______________.
All complaints will be investigated.

The _______________ will conduct an investigation based on the allegations. Records of the
investigation are kept confidential. The alleged offender will be notified of the charges and
given an opportunity to respond. The number and extent of the interviews depends on the
nature of the complaint and circumstances presented. To the extent possible, confidentiality will
be preserved and limited to those individuals who have a need to know of the complaint and/or
investigation. Following the investigation, follow up and monitoring will be conducted.

Upon the conclusion of the investigation, the _______________ shall issue a written decision.

Either party may request further consideration by the _________ of any part of the decision
within 7 days of receipt of the decision. The decision of the ____________ is final.
INDIVIDUALS WHO VIOLATE THIS POLICY WILL BE SUBJECT TO DISCIPLINARY
ACTION, UP TO AND INCLUDING TERMINATION. CREDIT UNION RESERVES THE
RIGHT TO DISCIPLINE BASED UPON THE SEVERITY OF THE INFRACTION. AN
EMPLOYEE’S JOB STATUS, SECURITY OR WORKING CONDITIONS WILL NOT BE
JEOPARDIZED BECAUSE AN EMPLOYEE UTILIZES THE PROCEDURES FOR
REPORTING ANY TYPE OF HARASSMENT OR DISCRIMINATION, OR ASSISTS
WITH AN INVESTIGATION.