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7 SECRETS TO KEEPING YOUR COMPANY OUT OF COURT- HOW TO AVOID SEXUAL HARASSMENT LAWSUITS
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#6 Take Prompt and Effective Remedial Action
Once the employer completes its investigation, it should take prompt and effective remedial action. What that is depends upon the facts of the specific case and could range from a written warning, to a suspension, to termination, depending upon the circumstances. In making its determination, the employer should consider the severity of the alleged conduct, and the prior work history of the alleged harasser. The results of the investigation should always be well documented and communicated to both the complaining party and to the alleged harasser.
#7 Follow-up with the Complainant
After the investigation has been completed and remedial action, if any, taken, the employer should always follow-up with the complainant within two weeks, to make sure that the situation has been satisfactorily resolved. Don't wait for the employee to come to you to tell you that the problem has not gone away or that they are now being retaliated against for complaining, by then you may already have been sued.
I provide additional tips on preventing sexual harassment at my website: www.sexualharassmentprevention.net.
For a free evaluation of your existing sexual harassment policy or for scheduling a training seminar contact:
ELI KANTOR, 9595 Wilshire Blvd, Suite 405 Beverly Hills, CA 90212 (310) 274-8216; dreli173@aol.com
About the Author
I am an attorney in private practice in Beverly Hills, California. I represent employers in all aspects of labor and employment law, including cases involving wrongful discharge litigation, employment discrimination, sexual harassment, wage and hour laws, independent contractor status, employee handbooks and personnel practices, NLRB representation elections, union contract negotiation and grievance/arbitration, ERISA and Pension Trust Fund matte
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