Sexual harassment is unlawful harassment and discrimination based on sex. This can happen in various types of working relationships, among employees or between supervisors and employees. Employers have a responsibility to their workers by offering a safe working environment that is free from harassment and discrimination.

It is important for them to understand the appropriate employment laws, implement workplace policies as well as accord serious attention to every employee complaint. To fully understand the complexities of sexual harassment laws, it is always wise for an employer to consult a Hudson, NJ sexual harassment lawyer. On top of this, for more information on employment law, you should utilize the site to offer you more guidance on this issue.

Legal understanding

Without understanding state and federal employment laws on harassment and discrimination, employers cannot address employee complaints properly. An employer’s prime responsibility is to seek out laws that are relevant to the employment relationship as well as to study what constitutes harassment and discrimination.

This helps recognize behavior deemed unsuitable for the workplace and ways to check the prevalence of sexual harassment. As an alternative an employer can seek the counsel of a New Jersey sexual harassment lawyer.

Written policy

According to Hudson, New Jersey sexual harassment attorneys, employers ought to prepare in writing a policy that forbids sexual harassment which should be included in the equal opportunity policy. The policy must specify that any type of discrimination based on sex won’t be tolerated at the workplace and ought to be made as a part of the company’s employee handbook.

Reporting procedure

The handling of sexual harassment complaints should include steps to be taken whenever supervisors and employees recognize any behavior that is not appropriate. It must also specify who an employee can approach in case of a complaint. This is usually a person of authority such as a supervisor or manager. If the victim cannot contact his/her immediate supervisor or in case the supervisor is the alleged harasser, then there must be another person an employee can approach to address any complaint of harassment.

However, every supervisor and manager has the responsibility to take action on receiving reports of sexual harassment. They should do this by duly reporting them to any staff person of the human resources department entrusted with the duty of investigating complaints from employees. In case a company lacks a human resources section, a high level manager must be designated with the task of conducting an initial investigation and resolving complaints of sexual harassment.

You should be able to go about your job and work place without being sexually harassed. There is enough things to worry about. This site was made for someone who is in your unenviable position – You can find a Hudson, NJ sexual harassment lawyer on this website as well.


According to Hudson, NJ sexual harassment lawyers, it is critical for employers to conduct an investigation immediately on receiving a complaint. Employers have the responsibility to listen to employee complaints, and to determine the necessary action in resolving such situations. The US Equal Employment Opportunity Commission recommends that employers take action immediately when an employee alleges sexual harassment.

The EEOC conducts their own investigations linked to sexual harassment claims. However, employers should not depend solely on their investigation. They ought to play a proactive role in conducting an initial investigation and take measures to ensure that the victim and the alleged harasser do not have much contact during the process.

Employer investigations are often necessary to compose a position statement on behalf of the employer. In case there is no employee relations specialist or a staff member possessing the requisite expertise to manage a confidential investigation, employers ought to consider seeking legal counsel.