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Don’t rely on written policy to prevent harassment

by on
in Discrimination and Harassment,Human Resources

Q. Our company is considering anti-harassment training for all employees. Some individuals are concerned that it will stir up lawsuits. Do you recommend such training? —J.R., Maine

A. Absolutely. It's no longer enough merely to have a written policy against harassment. Recent U.S. Supreme Court decisions made it clear that your good-faith efforts to prevent harassment are the key to avoiding liability or punitive damages.

Courts now examine an employer's efforts to explain the policy to its workers and its efforts to give workers confidence in the policy's procedures so that harassment will be reported.

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