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                  GUIDELINES FOR EMPLOYERS
                            ON
                     SEXUAL HARASSMENT
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"Sexual harassment is environmental pollution of the 
worst kind."

"Creating a positive work environment is a critical 
element to personal job satisfaction and productivity."

"This is not just to make women `comfortable' in the 
workplace.  It is so that women and men can have a 
workplace where each may grow and prosper."

                                           LYNN MARTIN
                                           Secretary of Labor

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            U.S. DEPARTMENT OF LABOR

         MODEL EFFORT TO ELIMINATE SEXUAL
            HARASSMENT IN THE WORKPLACE

Secretary of Labor Lynn Martin in March 1991 set 
up a task force to review the Department's policy 
on sexual harassment and to identify what needed 
to be done to insure that the U.S. Department of 
Labor is free from sexual harassment.  The findings 
of the task force identified the need for awareness, 
education, training, policies for handling complaints, 
penalty structures, and periodic review.

To that end, the Department of Labor has identified 
nine steps in eliminating sexual harassment in its 
workplace.  We have taken the following five steps:

    1.  Examined the problem using the EEOC 
    Guidelines and court decisions.  

    2.  Reviewed Federal employee surveys and all known 
    complaints at the Department to determine the extent 
    of sexual harassment in the workplace.

    3.  Issued to all employees Secretary Martin's clear 
    statement of policy that sexual harassment will not be 
    tolerated at the Department of Labor.

    4.  Selected a commercial training program for the 
    Department.

    5.  Developed a plan and a training schedule for
    educating all employees.  
    
We are in the process of completing the following four steps: 

    6.  Production of a penalty guide applicable to managers
    and supervisors for misconduct of a sexual nature or for 
    failing to act effectively on receipt of complaints.  

    7.  Consultation with Department of Labor union leaders
    about the plan for educating all bargaining level employees
    about what constitutes sexual harassment,the Department's 
    policy, and complaint procedures and penalties.

    8.  Instruction of all agency heads to handle sexual 
    harassment charges quickly, consistently, and 
    effectively.  

    9.  Regular periodic review of the Department's policy: 
    of informal and formal complaints, their investigation 
    and resolution, and of developing law in this area by 
    legal counsel.  

"Prevention is the best tool for the elimination of sexual 
 harassment.  An employer should take all steps necessary to 
 prevent sexual harassment from occurring, such as affirmatively 
 raising the subject, expressing strong disapproval, developing 
 appropriate sanctions, informing employees of their right to
raise 
 and how to raise the issue of harassment under Title VII, and 
 developing methods to sensitize all concerned."

               Guidelines on Discrimination Because of Sex
               U.S. Equal Employment Opportunity Commission


                SEXUAL HARASSMENT

Harassment on the basis of sex is a violation 
of Title VII of the Civil Rights Act of 1964, 
as amended.

Unwelcome sexual advances, requests for sexual 
favors, and other verbal or physical conduct of
a sexual nature constitute sexual harassment when:

(1)  submission to such conduct is made either
explicitly or implicitly a term or condition of an 
individual's employment;

(2)  submission to or rejection of such conduct 
by an individual is used as the basis for employment 
decisions affecting such individual; or

(3)  such conduct has the purpose or effect of 
unreasonably interfering with an individual's work 
performance or creating an intimidating, hostile, 
or offensive working environment.


       Guidelines on Discrimination Because of Sex
       U.S. Equal Employment Opportunity Commission

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For further information on sexual harassment and the 
Department of Labor's model effort contact the Women's 
Bureau, U.S. Department of Labor, Washington, DC  20210, 
(202) 523-6611.