Dear Manager:

The Supreme Court has made it clear: Employers must have a plan to address sexual harassment complaints in a professional, compassionate manner. Many employers have set up investigatory policies and procedures. Even so, a review of recent sexual harassment court cases reveals that many supervisors still aren’t getting the message.

Off-color jokes, unwanted touching and even sexual assaults occur in the workplace with alarming regularity. Employers never tell their employees to commit these acts, but turning a blind eye appears to encourage the “hostile work environment” that leads to lawsuits. And it’s always the employer who pays.

Many employers don’t think about sexual harassment training or prevention because they don’t think it could happen in their organization. When it does, they’re the ones being held responsible.

Clearly, employers must make sexual harassment prevention a priority. Sexual Harassment – an exclusive report available only via download from our website – is designed to enable you to learn from other employers’ mistakes. You’ll be able to take immediate and appropriate action when a complaint arises, and prevent harassment from ever happening.

Sexual harassment comes in many forms, and failure to recognize it quickly can lead to expensive litigation. It persists in part because of a general confusion about what the term means, and as the definition of inappropriate actions in the workplace continue to evolve.

Employers are responsible for supervisors’ actions. Turning a blind eye to harassment could make it worse. In fact, employers can be held liable if they know about harassment and do nothing to stop it. Firing the offending manager after the fact may not be enough – the damage is already done.

Preventing sexual harassment starts with a sound policy. When you have regulations in place to prevent and respond to harassment complaints, you’ll save everyone time, money and heartache.

Sexual Harassment includes:

• The varied forms harassment can take
• What a sound harassment policy should include – and what it shouldn’t
• A sample policy you can use or adapt for your company
• A checklist to help you determine if your workplace is a hostile environment
• What the EEOC says about harassment
• Court rulings so you can learn from other companies’ errors
• Additional information on preventing harassment and filing claims

You must clearly communicate to your employees that harassment won’t be tolerated. Provide training and establish an effective complaint process so action can be taken immediately if a complaint arises. You’ll not only protect your employees, you’ll protect your company: Courts are beginning to show leniency toward employers who show a clear commitment to eliminating harassment.

TABLE OF CONTENTS

EXECUTIVE SUMMARY You and the Law Your Best Game Plan: Prevention THE WORKPLACE AT RISK Don’t Grow Complacent EVOLUTION OF THE LAW EEOC Guidelines Quid Pro Quo and Hostile Environment Employer Liability The Issue of Harm Not in My Company Who’s Harassing Whom      Female perpetrator      Same-sex harassment      E-mail harassment      Customers, vendors and clients      Indirect harassment      Class action suits Escalating Damages SHIELDING YOUR COMPANY A Clear Commitment

Establish a policy      Set up a complaint procedure      Sample policy      Investigate complaints ASAP      Enforce your policy      Respond professionally      What Not to Say in Your Policy Promote Your Policy Train All Employees       Training tips Teach Managers Complaint Process When Trouble Strikes ... The EEOC Reporting Process RECENT COURT RULINGS Circuits of the U.S. Court of Appeals Same-Sex Harassment Hostile Environment Retaliation Investigating Complaints Employer Liability Customer Harassment APPENDIX: FURTHER INFORMATION

You may think sexual harassment will never be an issue you’ll have to face. But even the mere hint of harassment can spell trouble. Protect your company before it’s too late. Get your copy of Sexual Harassment today!


Sincerely,



Phil Ash
Publisher

P.S. Remember, there's absolutely no risk. If you don't see how you can keep the threat of sexual harassment claims from destroying your team, your efficiency and your company's bank account, we'll refund your entire purchase price – no questions asked – and you'll have no further obligation.

P.P.S. Once a harassment complaint has been filed, your organization is already at risk. Make sure your employees are protected. Download your copy of Sexual Harassment now!