Prevent the Sexual Harassment in the Workplace


Nearly everyone knows that Sexual harassment in the workplace is illegal. But not everyone knows exactly what constitutes sexual harassment, and what employers can do to prevent it. Let’s review the legal definition of sexual harassment, and then take a look at some tips for employers on preventing sexual harassment in the workplace.
Employers have an obligation to prevent Sexual harassment of women at workplace. If it can be shown that the employer knew or should have known that the Harassment was occurring and they did not take all reasonable actions to stop it, then the employer can be held liable for an individual’s actions. Here are some tips for employers to prevent sexual harassment in the workplace:
  • Create and communicate a clear antiharassment policy including anti-retaliation components. Get legal advice on this policy to ensure it is complete and that it complies with all federal, state, and local laws. Once complete, ensure that your policy is in the employee handbook and that every employee has a copy.
  • Conduct sexual harassment training and retraining for everyone, especially all supervisors and managers, on at least an annual basis. Everyone in the organization should understand what sexual harassment is and what to do if it occurs. (Note: in some states this training is mandatory.)
  • Ensure managers and supervisors understand their obligation to maintain zero tolerance for harassment in the workplace.
  • Monitor emails and other electronic communications to scan for harassing content. Monitor behaviour too. It is important as an employer to be on the lookout for inappropriate behaviour and stop it right away.
  • Ensure employees know their options if they find themselves in such a situation. Employees should know that they have the right to request the behaviour to stop (and they should do so if possible). But employees should also know what to do next if they don’t feel safe asking the person or people involved to stop, or if doing so does not stop the unwanted behaviour.
  • Clearly define the process to submit a complaint, including a process for situations where the direct supervisor can be bypassed if necessary.
  • Define clear consequences for such behaviour and consistently apply these when harassing behaviour is discovered.
  • Have a clear process for investigating any complaint of harassment. If a complaint comes in, look into it immediately and, if necessary, take steps to ensure the behaviour stops while the investigation is ongoing. Take every complaint seriously.
For more information about Harassment at work visit on dimenzion3.com



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