Open a New York newspaper and chances are you’ll see a headline featuring an employer in deep trouble for allegedly allowing an atmosphere of sexual or racial harassment to flourish. Whether at Madison Square Garden or a publisher’s office, it seems as if female executives are being harassed in increasingly vulgar and demeaning ways.
Sometimes these women sue for sexual harassment—and win big. That may explain why more and more employers are noting increased calls to their employee harassment hotlines or HR offices. After all, before suing for sexual or racial harassment, an employee usually must make reasonable use of any complaint mechanism her employer has in place.
When you receive such a complaint, act immediately. Don’t wait. Often, that’s exactly what the employee’s attorney is hoping. Instead, investigate and reach a conclusion.
That investigation must be meaningful. You simply can’t call a supervisor (especially...(register to read more)
- How to Fire an Employee the Legal Way: 6 Termination Guidelines
- 10 Secrets to an Effective Performance Review
- Where legal trouble lurks: Even unwritten rules must be enforced fairly and consistently
- Workplace confidentiality: Persuade staff to 'think' privacy
- Duane Reade settles sex harassment lawsuit
- The HR I.Q. Test: March '12