The best sexual harassment policy sets up many ways for employees to lodge complaints.
Here’s why: Sometimes low-level supervisors don’t take harassment as seriously as they should. They may brush off complaints as insignificant or ignore them altogether. If your sexual harassment policy tells employees to complain to their bosses without offering an alternative, they could become frustrated or angry. Plus, the alleged offensive behavior could very well escalate.
The answer is to let all employees know they can safely go outside their chain of command to report alleged harassment.
For example, allow employees to go directly to HR. Then offer an alternative if the employee isn’t satisfied with HR’s response. You may even want to let employees know they can go to the highest level, such as the CEO or company owner. Of course, you can specify that employees try other avenues first.
The point is that, by providing multiple ways ...(register to read more)
- How to Fire an Employee the Legal Way: 6 Termination Guidelines
- More Minnesotans filed EEOC complaints last year
- Chicago's Jackson Park Hospital faces bias, retaliation charges
- Lessons from the 2006 SHRM conference: Avoid discipline that makes 'Example' of workers
- Isolated sexist remark alone won't lose lawsuit