Employer requirements for anti-harassment policies

Once you’ve established your company’s anti-harassment policies, you’ve taken a big step toward protecting your business from unnecessary lawsuits. Next, you have to take the second step and put those anti-harassment policies to effective use. Here are the key steps to take:

Publish the policy

You want to make very certain that the anti-harassment policies you put into place are communicated to everyone from the lowest-level workers in the stockroom to the executives in the boardroom. Incorporate your policy in the employee handbook and put reminders up on the break room walls, if you think it is appropriate.

Get acknowledgment

You also want to get acknowledgement from each employee that they’ve read and understood the policies you’ve established. That documentation can be critical if a formal complaint or lawsuit is filed over alleged harassment.

Give training

One of the most effective ways to make sure that you create a workplace culture that doesn’t easily lend itself to harassment is to regularly remind your employees – management and non-management alike – of the rules you’ve established. Documenting the training can also be key to your defense if your company is accused of turning a blind eye to problems.

Establish reporting procedures

Outline how employees should report policy violations or concerns, and develop a clear, fair process for investigations. Make it clear that your company takes harassment allegations seriously – and encourage people to step forward without fear of retaliation.

Plan for investigations

Don’t wait until the first report is made to figure out how to respond. Decide who will be in charge of the investigation, what steps will be taken to preserve the confidentiality of those involved, and how each stage of the process will be documented.

We help businesses learn how to effectively guard against harassment claims and handle those that arise. Contact us for a consultation.