One-Size-Fits-All harassment reporting policies don’t really fit all — Business Management Daily: Free Reports on Human Resources, Employment Law, Office Management, Office Communication, Office Technology and Small Business Tax Business Management Daily
  • LinkedIn
  • YouTube
  • Twitter
  • Facebook
  • Google+

One-Size-Fits-All harassment reporting policies don’t really fit all

Get PDF file

by on
in Compensation and Benefits,Discrimination and Harassment,Employment Law,Human Resources

If you downloaded your company handbook from the Internet or took it with you from your last job—beware! Take a look at your anti-harassment policy’s reporting procedures. Do they make sense within your organization? Do they clearly tell whom employees should go to if they need to make a complaint? Or is it just a list of job titles that may confuse employees?

A new court ruling shows why you should take your policy out, dust it off and look it over closely … at least before a jury does. 

The court held that, as an employer, you often can avoid liability in harassment lawsuits by showing you maintain “a reasonable mechanism by which the victim of the harassment can complain to the company and get relief.” If you then can prove that the victim failed to use that procedure, you win.

But if your complaint-filing procedures are complex and confusing, a court may green-light the lawsuit anyway, even if the victim igno...(register to read more)

To read the rest of this article you must first register with your email address.

Email Address:

Leave a Comment

Previous post:

Next post: