It takes more than a written policy to avoid liability for sexual harassment. Employees frequently ignore policies—and quickly forget them. They get the impressionjust wrote the policy and then left it on the shelf to gather dust.
But if you back up your policy with regular training and reminders and quickly fix any harassment problems that come to your attention, chances are you won’t be liable unless the harasser was a supervisor and the employee suffered an adverse employment action, such as being fired or demoted.
Recent case: Jane Caldwell went to work for the federal government’s Environmental Protection Agency (EPA) as an environmental scientist in the Office of Air Quality Planning and Standards. There, she quickly discovered what she considered sexism and sexual harassment. For example, suggestive notes sometimes would appear on her office chair while she was away. Other times, a male colleague would ...(register to read more)