An effective sexual harassment policy that includes prompt investigation of any complaints of physical touching is key to prevailing in a sexual harassment lawsuit. That’s because an employer that stops unwanted behavior before it escalates won’t be held liable.
What should your policy include?
First, the policy must be clear. Employees should know simply from reading it that certain behavior has no place in the workplace, won’t be tolerated and must be reported.
Second, the policy must outline how to report suspected harassment in a way that bypasses a supervisor if he or she is the harasser.
Third, employers must have a way to immediately investigate complaints and to take action right away even if the alleged harassment isn’t severe. For example, if an employee complains about touching that isn’t overtly sexual, that touching must still stop. That way, it can’t escalate.
Finally, the policy should include follow-up to ens...(register to read more)
- Protect against retaliation suits by conducting independent and 'blind' internal investigations
- Obesity discrimination is common — and against the law
- Don't withhold promised severance when a former employee files suit
- Gather essential hiring records: Interviewers should take notes, HR should collect them
- Supreme Court greases path for bias cases