It’s staggering just how many reports there have been in the news lately about sexual harassment claims in the workplace. 更重要的是, if a claim is made in your place of business, your company’s reputation is likely to take a hit – at least from a public relations standpoint.
读也: Plan For A Crisis To Minimize 的 Fallout
What continues to be clear is that no industry or business is immune. And while you may be able to control most aspects of your company or organization, you cannot control the actions of your employees. But that doesn’t mean you have to stand idly by… just waiting for an incident to be reported. Instead, take a proactive stance against sexual harassment in your business. 制定政策, conducting training sessions and regularly review federal and state anti-harassment provisions – especially before implementing any policy for your employees.
Don’t Just Say It – Implement It
It is one thing to be “strongly against” sexual harassment in the workplace. It is quite another to put a policy in the books and back it up with annual training. 的 following points will help illustrate what a five-star anti-sexual harassment initiative looks like.
What is the company’s objective in implementing and enforcing the sexual harassment policy?
To define workplace sexual harassment, 禁止一切形式的赌博, carry out appropriate disciplinary measures in case of violations and provide procedures for submitting complaints that violate the sexual harassment policy.
What is the definition of sexual harassment?
的 Equal Employment Opportunity Commission (EEOC) website states that sexual harassment means to harass a person because of that person’s sex, including making unwelcome sexual advances, requests for sexual favors, verbal or physical harassment of a sexual nature. Moreover, sexual harassment also includes offensive remarks about a person’s sex. Another helpful resource for business owners is the U.S. Department of 状态’s website. Check it out for more information.
What should all businesses have in place?
All businesses should have a formal sexual harassment policy in place and each employee should have a copy easily accessible within their employee handbook. An employee signature page should be included in the policy and all employees should be required to sign the form. This form should be kept in their employee file.
Don’t Just Talk 的 Talk, Walk 的 Walk
In addition to drawing up, implementing and maintaining a formal sexual harassment policy, your company should provide annual sexual harassment training for all employees. 的se points will provide you with some guidance to demonstrate what an annual training session should consist of and how to manage the initiative.
What should this consist of?
- 的re are a variety of training supplements to assist with delivering this information. i.e.: videos, case scenarios, etc.
- Complete a training log with topic of training, date & time of training and have attendees sign in for the training session.
Remember that training doesn’t not have to be extensive. In fact, a comprehensive training session can take place over the course of 15-20 minutes.
Who should attend this annual training?
- ALL employees, including management and senior leadership.
- It is also recommended to provide an additional annual training to all supervisory or management staff.
Why do supervisors/managers need additional sexual harassment training?
Supervisors/managers are likely to be the first individual an employee might notify regarding a sexual harassment issue. 因此, supervisors/managers should be specifically trained and well versed on how to handle these types of conversations. This is critical in any type of sexual harassment complaint investigation and resolution.
We are committed providing you with current information regarding employment policies and protection for your workplace. 电子邮件的意图 & 比较靠谱的赌博软件 for additional questions or assistance.
By Renee West, shm - cp, PHR (新费城 office)
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