Your organization probably has policies prohibiting sexual harassment, and you probably offer training for supervisors and employees alike on how the policy works. But that simply isn’t enough.
What really matters is whether your system initiating complaints gives employees an easy and effective way to come forward.
Employees aren’t all alike; some may be more sophisticated than others. For them, contacting HR to discuss possible sexual harassment may not be particularly intimidating or anxiety-provoking.
On the other hand, a clerk or housekeeper who speaks little English might find the direct approach very frightening. She may need an easier approach, such as a hot line that connects her with someone who speaks her primary language.
In short, you should have multiple ways for employees to report sexual harassment. The more ways you provide, the more likely a court will conclude that an employee who failed to ...(register to read more)
- How to Fire an Employee the Legal Way: 6 Termination Guidelines
- 10 Secrets to an Effective Performance Review
- Erratic attendance can disqualify employee from ADA protection
- Are you a target for union organizing? 6 questions to ask
- Avoid bias against newest 'protected class'--the unemployed
- 'No excuses' leadership