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A Sexual Harassment Policy outlines clear rules and procedures to prevent and address unwanted sexual conduct in Indonesian workplaces. It explains what counts as harassment, from unwelcome physical contact to offensive comments, and sets out how employees can report incidents safely and confidentially.

Under Indonesian labor laws and the Criminal Code, these policies protect both workers and employers by establishing proper reporting channels, investigation steps, and consequences for violations. Good policies also include training requirements, support resources for victims, and anti-retaliation measures to help create safer work environments and reduce legal risks.

Every Indonesian organization needs a Sexual Harassment Policy from day one of operations. It's essential when hiring your first employees, opening new office locations, or expanding your team. Many companies create or update these policies after receiving complaints or discovering inappropriate workplace behavior.

The policy becomes particularly crucial during employee orientations, workplace investigations, and when handling formal complaints. Indonesian labor regulations require clear procedures for addressing harassment claims, making this policy vital for protecting both employees and the company's legal interests. Use it actively in training sessions and keep it readily accessible to all staff members.

• Basic Stand-Alone Policy: The simplest form covering essential definitions, reporting procedures, and disciplinary measures - ideal for small businesses.
• Comprehensive Workplace Policy: Includes detailed investigation protocols, witness protection measures, and rehabilitation programs - commonly used by larger corporations.
• Industry-Specific Policy: Tailored for sectors like hospitality or manufacturing, addressing unique workplace dynamics and risk factors.
• Government Agency Policy: Follows strict public sector guidelines with formal administrative procedures aligned with Indonesian civil service regulations.
• Multinational Adaptation: Blends international standards with local Indonesian laws, suitable for global companies operating in Indonesia.

• HR Managers: Draft and implement Sexual Harassment Policies, conduct training sessions, and handle initial complaint procedures.
• Company Directors: Approve policies, ensure compliance, and bear ultimate responsibility for workplace safety.
• Legal Teams: Review policy language, ensure alignment with Indonesian labor laws, and advise on enforcement.
• Department Heads: Help implement policies, report violations, and maintain harassment-free environments.
• All Employees: Must understand, follow, and acknowledge the policy through signed agreements.
• Labor Unions: Participate in policy development and represent worker interests in harassment cases.

• Company Profile: Gather details about workforce size, industry type, and existing reporting structures.
• Legal Requirements: Review current Indonesian labor laws and regulations on workplace harassment.
• Reporting Chain: Map out clear procedures for filing complaints and investigation protocols.
• Cultural Context: Consider local workplace norms while maintaining international standards.
• Training Plan: Outline how employees will learn about and acknowledge the policy.
• Enforcement Methods: Define specific disciplinary actions and protection measures for complainants.
• Documentation System: Set up secure record-keeping procedures for handling sensitive information.

• Clear Definitions: Detailed examples of what constitutes sexual harassment under Indonesian law.
• Scope Statement: Coverage of all workplace locations, events, and online interactions.
• Reporting Procedures: Step-by-step process for filing complaints confidentially.
• Investigation Protocol: Timeline and methodology for handling reported incidents.
• Protection Measures: Anti-retaliation clauses and witness protection guarantees.
• Disciplinary Actions: Specific consequences for policy violations.
• Training Requirements: Mandatory education programs and frequency.
• Documentation Rules: Record-keeping procedures aligned with privacy laws.

A Sexual Harassment Policy differs significantly from a Bullying and Harassment Policy in several important ways, though both address workplace misconduct. The key distinctions help organizations implement the right protections and compliance measures.

• Scope of Coverage: Sexual Harassment Policies specifically address unwanted sexual conduct, while Bullying and Harassment Policies cover a broader range of workplace misconduct including intimidation, discrimination, and non-sexual harassment.
• Legal Framework: Sexual Harassment Policies align with specific Indonesian criminal laws and gender-based protections, while Bullying Policies typically fall under general labor regulations.
• Investigation Procedures: Sexual harassment cases require specialized handling, confidentiality measures, and often involve gender-sensitive investigation protocols. Bullying cases follow more general workplace dispute procedures.
• Remedial Actions: Sexual harassment violations often trigger mandatory reporting to authorities, while bullying incidents may be handled through internal disciplinary measures.