Put a stop to harassment in the workplace.
As an employer it is your job to provide your employees with a work environment that is safe and free of harassment. The Equal Employment Opportunity Commission (EEOC) states that harassment is unwelcome conduct toward an individual based on color, sex, age, race, religion, national origin or disability. If you are aware of harassment that is taking place in your business by supervisors under your employ or nonsupervisory employees and fail to take the appropriate action, you will be held liable. You should know prevent workplace harassment, and when or if it does occur, you must know stop it from escalating.
Instructions
1. Create explicit office policies concerning harassment. Outline clearly what defines harassment and where your company stands on the issue. Pointedly explain that your company has a no-tolerance policy when it comes harassment and write it in such a way that it is free of misinterpretation. Give clear and specific examples of what harassment entails. Write out what steps an employee should take if he feels that he has become a victim of harassment, including whom he should speak to. Explain what actions will be taken if suspected offenders are found guilty of harassment in the workplace. Pass out copies of the harassment policy to all employees and hang a copy in a location that is clearly visible to all employees. You must also post the Equal Employment Opportunities notices that are required by federal and state laws in an accessible location.
2. Set up investigation procedures. Be clear on what course of action you will take to determine whether an allegation of harassment is legitimate. Designate an individual in your company as the go-to person who receives complaints regarding harassment issues. Select someone who is reliable and can be trusted to act responsibly and swiftly. Make it clear that any question of harassment should be investigated without delay. Create a step-by-step investigative procedure on questioning employees and maintaining confidentiality.
3. Train your employees. Some states require mandatory harassment training for businesses with a certain number of employees. Even if your state does not require this by law, take the initiative and schedule time to train your staff on what is and is not acceptable in the workplace. Go over the policies in your manual and clarify any areas of concern or questions that your staff may have. Reiterate at this time that your company does not tolerate harassment and what repercussions can be expected from such behavior. Make training meetings mandatory for all staff members and have them sign that they participated in and understood the training.
4. Train management staff. Your managers and supervisors are in close contact with employees and must be as aware of your harassment policies as you are. Schedule meetings yearly or as needed to ensure that management is up to date on policies. Take their opinions into consideration and brainstorm new ways to keep harassment at bay.
