White Paper published by The HR Specialist, copyright 2007
You can go a long way toward avoiding a potentially ruinous sexual harassment charge in your company by following these five steps:
1. Establish a written policy that clarifies your position to everyone on staff. It also will provide solid proof to judges that you’re committed to eliminating and preventing sexual harassment. Make sure the language is clear, emphatic and easy to understand.
What should be included? A broad definition of the type of conduct that constitutes sexual harassment, a statement requiring employees to report offensive conduct, procedures for reporting a complaint, discipline procedures and a pledge that there will be no retaliation against whistle-blowers.
What should not be included? Guarantees of confidentiality, strict limits on what constitutes harassment and promises to resolve complaints to the victim’s satis...(register to read more)
- To claim religious bias, worker must first voice need for accommodation
- Never blame work deficiencies on pregnancy
- Holiday premium isn't the basis for overtime calculation
- Address harassment complaint with thorough investigation—and quick action to fix problems
- Create wall calendars to remind staff of key HR dates