Print   RSS

How Does My Business Handle a Sexual Harassment Allegation?

Tina Samuels

May 08, 2013

Sexual harassment is a huge topic. Not only is the topic a hot button, but allegations of such harassment is important to handle right away.

As an employer you need to be on top of what constitutes sexual harassment, what the law says, and how your employees are trained in such matters. Almost all companies have standards in place for employees that address harassment.

The standards include how the harassment is handled, where the harassment should be reported, and what happens to the person committing the harassment. All employee handbooks for your company need to outline your policy on sexual harassment. The most effective policy is the Zero-tolerance policy. This means that if someone harasses another they are terminated. No harassment is tolerated at all.

Reports

When an employee reports harassment, respond right away. Don't wait to talk to them or put them through much unneeded paperwork. Show them that you are open, receptive to their report, and that you are concerned about their well-being. Thank them for coming to you and assure them that you will take proper action.

Employees that are harassed are often overlooked or dismissed. This is a concern in the workplace as employees that feel their harassment has been dismissed are depressed, not only at work be at home. Their productivity and health suffers. You can offer counseling on top of the investigation and action you plan to take.

Investigating

As an employer you are duty bound to employees to conduct a sexual harassment investigation right away. You should drop everything and investigate as soon as you receive a report. Sexual harassment affects everyone in the workplace. Dismissing such an allegation creates a hostile work environment. There are no caps on the awards in a sexual harassment suit. You must work tirelessly to prove or disprove the harassment if you wish to stay litigation-free. No employer should wish to keep an employee that harasses others, so why risk litigation over such an employee?

If you find that there is proof of the incident – you must take action. No proof or reason for the allegation should result in a workshop or class on sexual harassment for all employees to attend.

Action

During an investigation if proof is found that one employee harassed another sexually the best action to take is immediate and severe.

Most employers fire the offending employee. Keeping such an employee on staff creates a hostile environment for you and your other employees. Provide counseling for the harassed employee.

If the allegation was unfounded or was a way to hurt the accused, you must take action as well. False accusations are damaging to the person accused.

If possible you may need to hire an outside investigator if you are unsure of the steps to take.

 Feedback   Submit Article