No doubt your company has a sexual harassment policy in place. However, it may have been drafted long ago and may have been long ignored by supervisors and subordinates alike. If you suspect this is the case, it’s time to dust off the document, review it and start making sure all your supervisors and managers take it seriously.
Critically important is that everyone designated to receive harassment complaints knows what to do. Supervisors should have a clear time requirement for reporting complaints to HR. They should understand that they can’t handle the problem themselves. If you use a hotline, make sure you designate someone to check messages daily. Monitor email and make sure none are going into a “junk” folder.
Recent case: Robin worked for a furniture manufacturer, starting as a cabinet sander and progressing to working on leaded glass doors. After six years, she was laid off in a downsizing. That’s when she filed sui...(register to read more)
- How to Fire an Employee the Legal Way: 6 Termination Guidelines
- Use moonlighting, confidentiality policies to discourage outside work
- Required by law or not, make harassment training mandatory
- $15.6 million to former American Airlines employee
- Employee feels slighted by promotion process? That's not enough to win retaliation lawsuit