Sexual Harassment Policy



Brookhaven National Laboratory does not tolerate sexual harassment.  The Laboratory intends to maintain a workplace free of threatening, intimidating or harassing conduct, including sexual harassment.  BNL is committed to providing a work environment for all employees characterized by cooperation and professionalism, free from unlawful conduct.

Sexual harassment is a form of employee misconduct that violates fundamental principles of our society, as embodied in state and federal statutes.  Under federal law, sexual harassment is included as a form of sex discrimination.  The basic definition of sexual harassment is: unwelcome sexual advances, requests for sexual favors, or other verbal or physical conduct of a sexual nature, when:

  • Submission to such conduct is made a term or condition of an individual's employment.
  • Submission to or rejection of such conduct is used as a basis for an employment decision affecting the employee.
  • The harassment has the purpose or effect of unreasonably interfering with the employee's work performance or creating an environment, that is intimidating, hostile, or offensive to the employee.

Any employee who sexually harasses another employee, guest or contractor employee, because of gender or sexual orientation, will be disciplined, up to and including discharge.


ALL EMPLOYEES: The Laboratory policy applies to any act of sexual harassment towards any other employee, supervisor, non-supervisor, vendor, contractor, subcontractor, user, student, or any other guest or visitor.


Within the scope of the Laboratory's policy on employee harassment, it is the responsibility of each manager/supervisor to create and maintain a harassment-free workplace, including sexual harassment.  It is also the supervisor's responsibility to promptly bring all matters pertaining to sexual harassment to the attention of the Diversity Manager or the Director of Human Resources & Occupational Medicine.  The Diversity Manager or the Director of Human Resources & Occupational Medicine will investigate all complaints of sexual harassment and take appropriate corrective measures, which may include disciplinary action.

It is the responsibility of employees to be aware of the appropriateness of their own conduct and behavior, and to respect the rights of coworkers.  Employees who believe they have experienced a possible sexual harassment situation are encouraged to make it clear to the other party, either verbally or in writing that the behavior is unwelcome and/or objectionable.  It is the right of any employee to make a complaint of an incident that is believed to be sexual harassment.

All employees are responsible for awareness of, prevention of, and intervention in situations of harassment, whether sexual or other in nature.  Offensive or unwelcome actions, words, jokes, cartoons, pictures, e-mail or comments based on an individualís gender or any sexually oriented activity will not be tolerated.


January 2011

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Last Modified: April 13, 2011
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