HUMAN RESOURCES
harassment, and your employees should know what tim’s feedback and review your anti-harassment
activities could lead to their termination. As CEO, polices with anyone involved in the incident. All of
there are many things you can do to stop sexual ha- these steps reduce both the risk of further claims
rassment in the workplace. Most important is for se- and eventual liability.
nior management to make it clear to workers that Carefully document the process and entrust this
harassment in any form will not be tolerated. If your task only to well-trained employees or an outside
top managers don’t take the issue seriously, your party who has superior communication skills and
employees won’t either. Managers must understand the ability to accurately interpret delicate situations.
that they are responsible for their employees. Incomplete, inaccurate, or biased investigations can
Your company also needs an explicit written pol- worsen both the problem and your liability as the
icy on sexual harassment that is widely available in employer.
the workplace—and your organization should do In brief, you must protect yourself and your busi-
more than just post the policy on a bulletin board. ness against allegations by adopting your own anti-
Distribute the policy company wide periodically. In- harassment policies:
clude copies in new employee orientation packets • Have a written policy against harassment or dis-
and give employees clear definitions of what sexual crimination.
harassment is and isn’t. • Implement company-wide practices and proce-
Offer employee training sessions on sexual ha- dures that support an anti-harassment policy.
rassment, and provide follow up training too. Train- • Train managers and all employees to prevent sex-
ing programs should include all employees, rather ual harassment and discrimination from occurring.
than just managers. Keep the tone gender neutral • Conduct periodic, anonymous surveys among
and avoid portraying the issue as one in which men your employees asking them whether they have
are always the perpetrators and women always the experienced sexual harassment.
victims. • Have procedures that encourage employees to re-
Put in place a good system to deal with com- port violations.
plaints. Provide various routes that employees can • Take speedy remedial action in the event of a com-
take to file complaints, whether via the HR depart- plaint.
ment, or taking it up directly with a manager. Give • Take steps to prevent retaliation of employees
employees the option of talking with either a male who use company procedures.
or female company representative. Have an employment lawyer review your written
Remember, a clear process for handling com- policy and reporting procedures or, in the event of a
plaints shows you take such concerns seriously. Re- sexual harassment complaint, consider hiring an at-
inforce that sentiment by: embarking on a speedy torney to ensure that your investigation is thorough
investigation of the harassment allegation; showing and that any action taken by the company is appro-
decisive leadership in remedying the situation; and priate.
ensuring there is no retaliation against the victim.
After you’ve taken corrective action, seek the vic-
By Pamela Barnett
ThinkBusiness June 2009
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