It’s one of the toughest HR problems: Handling a sexual harassment claim when the alleged harasser is a supervisor. That’s because employers are strictly liable for harassment by
But all is not lost. With proper planning, you can minimize the liability risk. Here’s how:
1. First, you need a solid sexual harassment policy—one that employees know about and understand that they should use whenever they believe they may be experiencing harassment. Explain that they should contact HR (or whoever handles harassment cases) sooner rather than later, so you can stop the conduct before it gets out of hand.
2. Second, you need to make sure you quickly and thoroughly investigate and resolve all complaints. That means taking appropriate disciplinary or corrective action against the haras...(register to read more)
- How to Fire an Employee the Legal Way: 6 Termination Guidelines
- 10 Secrets to an Effective Performance Review
- When customers harass, you must take action
- What's the background on the NLRB's rule requiring a new union-rights poster?
- Your best bet for beating false allegations: Good records, consistently fair practices
- Lawsuit-free hiring: The 5 laws you need to know & 4 steps you need to take