Our office remains open to serve your important legal needs during these turbulent and challenging times. We are happy to schedule client consultations and client meetings by telephone or video-conference at your request.
Bryan E. Kuhn
Counselor at Law, P.C.
Business & Employment Law Attorney

It may be time to review your company’s sexual harassment policy

Does your business have a sound policy on sexual harassment among employees? If not, you may want to revise the current process you have in place to avoid any legal issues.

A good harassment policy should be clear and centered around the victims. Periodic revisions are necessary to ensure no loopholes that may arise from any organizational changes.

What should you consider in a policy review?

Have a clear explanation of what harassment entails and any prohibited conduct. You should also assure employees who make sexual harassment claims that they will not be retaliated against and that you will protect their identity.

In addition, the whole process should be easy to follow through yet effective at dealing with any claims. Investigations into any sexual harassment claims should be prompt and impartial. If harassment is established to have occurred, the action taken against the responsible employee should be swift and decisive.

Provide training to your members of staff

It is important to provide regular training to your employees on the company’s policies and procedures to deal with sexual harassment. Training will ensure all employees know the channels to follow if they are victims of sexual harassment. In addition, managers will be aware of handling such claims if they are brought to their attention.

Protect your business interests

Unfortunately, sexual harassment is still prevalent at the workplace today, and if your company is not doing enough to deal with such incidents, it may be adversely affected. You are likely to lose out on a lot should it seem like you are abetting the vice or frustrating victims’ efforts to get justice.

Therefore, it is important to proceed with the necessary information as you embark on revising your current sexual harassment policies.

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