There is no doubt that sexual harassment litigation can prove costly for employers who fail to address the elements of how to prevent unacceptable behavior in the workplace. From understanding legal definitions to discussing sexual prevention, and handling complaints, there is plenty that employers can do to make their employees safe and avoid a hostile working environment.

Comprehensive sexual harassment policy

Sexual harassment lawyers recommend that every employer must have a sexual harassment and discrimination policy irrespective of the size of the organization. The policy must address several issues and communicate the organization’s zero tolerance approach to sexual harassment. It is important to have a comprehensive policy which is can be drafted and reviewed by an attorney.

The policy must be made available to the employees in the form of a memo or handbook and verbally communicated to new employees by human resources as well. It is also prudent to have the policy translated in other languages especially if there are employees whose primary language is other than English. If you are looking for some pivotal sexual harassment and employment information, you may want to check out this website as well.

Training sessions and filing complaints

One of the most important ways to reduce the risks of litigation is to conduct regular sexual harassment training sessions with employees. This will instill confidence in employees and make them aware that their employer plays a proactive role in the process. Regular meetings with supervisors and the management to review the sexual harassment policy is essential.

In addition, sexual harassment attorneys recommend that employees have different avenues to file complaints. This includes speaking with a supervisor, human resource personnel, or even calling a hotline. Most importantly, the alleged victim must have the choice of speaking with a male or female representative so that they are comfortable discussing the issue.


Reporting responsibility

The sexual harassment policy must clearly address the organization’s stance on sexual harassment while supervisors must be made aware that even the mildest sexual jokes or statements could create a hostile environment for some employees. Everyone should be considerate of other people.

In addition, supervisors must be made aware that any complaints must be directed to the upper management or specific department such as human resources that has the authority to handle such cases. Confidentiality is something that supervisors must never promise to any complainant since the case will most likely be handled by several individuals in position of authority. But spreading this information to their colleagues should never happen so this can happen in terms of confidentiality.

Regular surveys

Another way to reduce the risk of sexual harassment cases is to conduct frequent surveys where employees can be questioned if they experienced any form of harassment. These surveys are a suitable way to prove that the organization is actively engaged in the prevention and correction of sexual harassment in the workplace.

According to sexual harassment lawyers, it is important to conduct any investigations immediately and document the entire process, which includes the investigation and any corrective action. Once a dispute is settled, regular follow-ups must be made to ensure the victim or others involved do not suffer retaliation. If you are looking for a legal representative of this kind, you should become familiar with this site:

Lawyers also stress the importance of making employees aware that it is their duty to report any form of sexual harassment or discrimination they experience or witness. These measures can go a long way in preventing employers from being dragged into long drawn court battles, from having to hire a reputation management company, and save them some serious coin as well. And a whole lot of stress and embarrassment.