No department is immune from sexual harassment—not even HR. And when someone in HR is implicated, that’s a big problem.
Why? What if your sexual harassment policy requires employees to register complaints with HR? If you don’t offer an alternative, then you may not be able to defend against a harassment claim alleging there was no effective way to report it.
Recent case: Lee worked in HR at Safelite Glass until she was terminated shortly after telling an executive that her immediate supervisor was sexually harassing her.
Lee handled day-to-day HR functions at the Safelite plant in Enfield. She had been trained on the company’s sexual harassment policies, which required supervisors to report suspected harassment up the chain of command. The policy also informed employees they could call a toll-free hotline to report any harassment, bypassing their supervisors.
Because Safelite has operations in all 50 states, the re...(register to read more)
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