Sexual harassment cases continue to plague employers. Whether the harassment allegations involve a co-worker or a supervisor, the bottom line is simple: You need a two-part defense. Be prepared to show a court that you:
- Went to great lengths to prevent harassment in the first place
- Put a fast and permanent stop to the harassment after those preventative efforts didn’t work.
Neither approach by itself will be enough.
Prevention should include a solid anti-harassment policy that explains what harassment is, how and where to complain about it and how your clear and prompt investigation process works. Then you must make certain that everyone—from the CEO to the janitor—knows about the policy and understands the consequences of harassment.
Second, your organization needs a rapid-response team authorized to take immediate action if harassment comes to light. The team must be trained to follow up to make certain t...(register to read more)
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- Stop post-firing harassment suits by tracking and investigating every complaint
- Required by law or not, make harassment training mandatory
- Limit access to information about litigation
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