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This document presents the final determination regarding the audit, review, and evaluation of the Manhattan Community Board No. 2’s Sexual Harassment Prevention and Response Practices for the period covering January 1, 2020 to December 31, 2020. It outlines the EEPC\'s findings, required corrective actions, and the agency\'s responses to ensure compliance with New York City Charter provisions regarding equal employment opportunity.
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How to fill out evaluation of sexual harassment

01
Begin by gathering all relevant information regarding the incidents of sexual harassment, including dates, times, locations, and individuals involved.
02
Write a clear and concise description of each incident, focusing on specific actions and words used.
03
Include any witnesses who were present during the incidents, along with their contact information if possible.
04
Reflect on how the incidents affected you both personally and professionally.
05
Provide any previous actions taken in response to the harassment, such as reporting to a supervisor or HR.
06
Ensure that your evaluation is factual and objective, avoiding emotional language.
07
Review the document for clarity and completeness before submission.

Who needs evaluation of sexual harassment?

01
Individuals who have experienced sexual harassment in the workplace or educational settings.
02
Organizations that need to assess incidents of harassment to implement appropriate policies and measures.
03
Human Resources departments tasked with investigating complaints of sexual harassment.
04
Legal professionals involved in cases of sexual harassment.
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Evaluation of sexual harassment refers to the process of assessing and addressing incidents of sexual harassment, typically within an organization or workplace, to ensure compliance with legal standards and to provide a safe environment for all individuals.
Typically, employers and organizations are required to file an evaluation of sexual harassment to comply with workplace regulations and to report incidents appropriately, particularly if they have a certain number of employees or are under specific legal obligations.
To fill out an evaluation of sexual harassment, one should gather detailed information about the incident, including dates, times, locations, parties involved, and the nature of the harassment. This information should then be documented according to the organization's reporting procedures.
The purpose of evaluation of sexual harassment is to assess incidents to ensure accountability, provide support to victims, prevent future occurrences, and comply with legal and organizational policies.
Information that must be reported includes the details of the incident, the individuals involved, any witnesses, date and time of occurrence, location, and any actions taken by the organization following the report.
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