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7 SECRETS TO KEEPING YOUR COMPANY OUT OF COURT- HOW TO AVOID SEXUAL HARASSMENT LAWSUITS
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#3 Implement Your Sexual Harassment Policy
Most importantly, your policy must be enforced and taken seriously, so that employees feel comfortable using it. It is not enough to have a policy and communicate it, if you don't implement it.
#4 Provide Training for All of Your Supervisors
Under a new law, AB 1825, California now requires all employers with 50 or more employees to provide a minimum of 2 hours of training to all of their supervisors. Connecticut has a similar law and other states are expected to follow.
While it isn't required for employers with less than 50 employees, it still is an excellent idea, since it improves employee morale by preventing problems in the first place; teaches supervisors how to nip the problem in the bud; and if an employer is ever sued the first question that they will be asked is: "what have you done to train your supervisors about sexual harassment prevention?" The employer can respond by providing the attendance sign-in sheet from the training seminar.
#5 Investigate All Complaints Promptly and Thoroughly
As soon as an employer receives a complaint, it must immediately start investigating, even if it isn't a formal written complaint. Remember, there is no such thing as an "off the record complaint". Once a supervisor finds out about a complaint, the employer is deemed to be put on notice and must start its investigation. All relevant witnesses should be interviewed and the alleged harasser should be given an opportunity to respond to the allegations made.
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