Your organization probably has a sexual harassment policy and provides training on how it works. But does your policy give employees more than one way to lodge a complaint? It should.
Here’s why: Employers have a limited defense against sexual harassment complaints if they have a harassment policy backed by an effective training program that tells employees how to register their complaints. Employees who claim they were forced to work in a hostile environment and didn’t suffer termination or some other adverse employment action can’t later win a lawsuit if they fail to use the company’s complaint process.
But employers can lose that defense if there’s just one way to complain about harassment, and that route turns out to be ineffective—e.g., the supervisor to whom complaints should go winds up ignoring the complaint. As the following case shows, if an employer provides several ways to complain and an employee gives up aft...(register to read more)