Employer Sexual Harassment Policies
According to the EEOC (Equal Employment Opportunity Commission), $48,400,000 was paid in 2010 alone due to sexual harassment claims. Sexual harassment is a big issue for both large and small employers. It’s important for an employer to know the steps they must take to avoid liability due to a sexual harassment complaint with in their company.
According to the EEOC an employer is “always responsible for harassment by a supervisor that culminated in a tangible employment action or “unless they can prove that the company exercised reasonable care to prevent and promptly correct any harassment” and the employee unreasonable failed to complain to management or to avoid harm otherwise.”
Employers must provide all employees with an anti-harassment policy that prohibits harassment and outlines a procedure for making complaints. It should also be made clear that the employer will not tolerate retaliation against anyone who complains of harassment. Employers are also responsible for conducting and impartial investigation into complaints.
Employees are responsible to take reasonable steps to avoid harm from harassment, usually by filing a complaint with the employer.
To learn more about creating an anti-harassment policy, conducting a harassment investigation or other human resource issues, visit The Seltzer Group’s Human Resources page.
Also, if you would like to learn more about sexual harassment in the work place and the steps you need to take to recognize, prevent and correct this issue in your business, join us for Sexual Harassment Training on July 13, 2011 in the Robert W. Seltzer Sr. Meeting and Education Center. firstname.lastname@example.org for more information or to register.