Preventing and Handling Harassment
The best way to reduce your liability should harassment ever occur is to have
policies and procedures in place that show that you did everything you could to
prevent harassment from occurring. As an added bonus, having a policy against
harassment will help you deal more effectively with any complaints you get from
employees. Here's a "top ten" list of the essentials for preventing
and dealing with harassment:
- Establish an effective complaint
procedure and encourage employees to feel comfortable coming to you with
any problems they face at work, including any harassment that might occur.
- Create and communicate your anti-harassment
- Treat any incident as if it is a court case from the moment it is reported
(most importantly, notify your attorney right away).
- Quickly investigate
any claims that might occur.
- Don't take any action that can be seen as harming the person making the
complaint. For example, don't transfer the complaining party to a worse
location in order to separate the parties.
- Do whatever is necessary to stop the harassment immediately.
- Restore any job benefits that were lost due to the harassment.
the person who committed the harassment. If disciplinary action of the
harasser is not considered appropriate, document the reasons why.
- Take action to correct past discrimination based on the harassing conduct,
- Painstakingly document the investigation and the steps you took to remedy