This Rules/Policy document is provided to you and your organization as a starting point or maturity checkpoint for existing rules/policies. It is brought to you on behalf of Jim McConnell, Principal Owner, and Ask McConnell, LLC — A Converged Security Services Provider. The content is not meant to cover every circumstance, industry, law, regulation, contractual requirement, threat, environment, or risk, but it provides an easy, defendable, highly accountable starting point for any organization. Please consult with your legal counsel and insurance provider about added requirements. If you know of peers that you think would find value in these resources, please have them contact us. These will be updated on our website regularly. We are not legally protecting these documents; we just ask for credit, shout-outs, and referrals if you find them helpful. If you have recommended updates, we are all ears. And if you need Converged Security Consulting and Training, please reach out, we would be honored to serve you and your organization.
Jim McConnell | info@askmcconnell.com | askmcconnell.com
Sexual Misconduct Policy
Updated: 23 June 2026
Sexual misconduct must never be tolerated in any organization. When it occurs, it must be stopped and investigated immediately, with mandatory reporting to law enforcement as required by law.
Scope: These rules apply to all personnel — employees, contractors, suppliers, visitors, customers, clients, temps, and interns.
Definitions:
What constitutes “sexual” and what constitutes “misconduct” should not require a narrow definition, and the policy should not be limited to physical contact or restricted only to employees. The following are examples — not an exhaustive list:
- Sexual harassment
- Sexual abuse
- Sexual contact
- Sexual content creation or distribution
- Viewing sexual content in an organizational context
- Sexual humor
Unless a specific nuance exists that has been reviewed and approved by legal counsel, all of the above — and conduct of a similar nature — fall under “misconduct” for purposes of this policy.
Requirements — All Personnel:
- I will not invoke, act on, perform, participate in, watch, or share any sexual misconduct while involved in any nexus — time, place, or event — related to this organization.
- I will report immediately to Security, HR, and Legal — when it is safe to do so — any evidence of active or past sexual misconduct. If those teams are not available, I will report directly to law enforcement.
- I will not interfere with any investigation of sexual misconduct.
Requirements — Leadership, HR, and Security:
- I will support the full investigation — whether internal or with law enforcement — of any actual or perceived sexual misconduct. I will not allow this investigation to be handled by anyone other than trained, certified investigation professionals.
- I will not interfere with any investigation of sexual misconduct, nor pressure for it to be handled quickly, briefly, or without law enforcement involvement.
- I will not promise confidentiality to a victim, nor support any request to minimize, ignore, or move past the incident.
Related Resources
Signature Note: I am a huge fan of wet signatures on these types of documents for accountability and investigation reasons. You can add the signature lines below to each rule/policy document, or have a collective wet signature with references in the Security Commitment Agreement document available on the One-Pager library page. Organizational preference.
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