Does your sexual harassment policy spell out several ways for employees to report alleged harassment? In general, that’s good.
For example, most policies tell employees to notify a supervisor if they are being harassed. However, a worker who claims she is being harassed by her boss should be able to report the problem to someone else in the organization. Usually, that’s a senior executive or, more typically, someone from HR.
Courts consider such alternative reporting methods to be essential proof that employers are committed to preventing harassment and stopping it if it does occur.
But don’t think setting up a multiple-path complaint process lets you off the hook. Even if an employee neglects to take her complaint “up the organization chart,” you are still responsible for stopping harassment that you find out about. Her failure to use your system doesn’t give you a free pass. You must still investigate; you must still do eve...(register to read more)