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Sexual harassment within HR demands alternative reporting system

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in Discrimination and Harassment,Human Resources

No department is immune from sexual harassment—not even HR. And when someone in HR is implicated, that’s a big problem.

Why? What if your sexual har­­ass­­ment policy requires employees to register complaints with HR? If you don’t offer an alternative, then you may not be able to defend against a har­­ass­­ment claim alleging there was no effective way to report it.

Recent case: Lee worked in HR at Safelite Glass until she was terminated shortly after telling an executive that her immediate supervisor was sexually harassing her.

Lee handled day-to-day HR functions at the Safelite plant in Enfield. She had been trained on the company’s sexual har­­assment policies, which required supervisors to report suspected harassment up the chain of command. The policy also informed employees they could call a toll-free hotline to report any harassment, bypassing their supervisors.

Because Safelite has operations in all 50 states, the re...(register to read more)

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{ 2 comments… read them below or add one }

Melina Metzger November 6, 2012 at 2:35 pm

As the public relations manager at Safelite, I find it disappointing that this publication did not contact us for any fact-checking or balanced coverage.

Safelite does in fact offer alternative, toll-free phone hotline managed by 3rd party provider and it is not accessible by Lee’s supervisor.

In addition, as Safelite continues to defend this case in court, it should be noted that the judge has cleared Lee’s supervisor of these charges.

Finally, Safelite does not take accusations of sexual harassment lightly. We have a firm commitment to the law and workplace ethics and encourage all employees to use our alternative third-party ethics hotline to report any concerns.


eBossWatch November 2, 2012 at 9:34 am

Employers should also be aware that managers accused of sexual harassment, discrimination, and bullying might also be exposed on sites like eBossWatch.


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