More than a decade after creating their first sexual harassment policies, some employers may be getting lax. That might be especially true if they haven’t received any complaints. Sure, they may have updated the handbook and conducted a little training. But other issues have always seemed more important.
If that rosy scenario sounds like your organization, you might be courting trouble. Now is a great time to revisit your sexual harassment policies and practices.
Start by reviewing your handbook. Is the anti-harassment material stuck in the back of the book? Consider moving it up front. Is any of the contact information employees need to report harassment out-of-date? Fix that.
Then look at your training programs. Have all employees—new hires and veteran workers alike—received recent sexual harassment training? Check each employee file and schedule new sessions for those who haven’t recently attended a session. Reconfirm you...(register to read more)
- How to Fire an Employee the Legal Way: 6 Termination Guidelines
- PwC sued for alleged bias, retaliation in Tampa office
- Disability services provider settles ... an ADA suit?
- Mandatory arbitration agreements won't always save you money
- Court: Isolated risqué comments aren't enough to create a hostile work environment