Sexual Harassment Policies and Investigations

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Oct21

Sexual Harassment Policies and Investigations

Linda Chan

October 21, 2006

Know More: Employment discrimination 2.0, Employment discrimination

The following is for information, and not meant to be legal advice.

On October 14, 2006, Harvey Pye, Principal at CorePursuit, Inc., gave a talk in San Francisco, CA on sexual harassment policies and investigating complaints.

When creating a policy on sexual harassment, the employer should include a clear statement prohibiting harassment. The policy should be published widely and often. The policy should be included in the employee handbook. Discuss the policy during employee orientations, and reinforce the policy with periodic training. Training methods may include brown bag lunches where there are informal discussions, or periodic newsletters.

When investigating harassment complaints, the employer should be familiar with its policy. Address situations immediately. Communicate well during the investigation in order for the accused and accuser to cooperate. Treat complaints seriously. Satisfactorily resolve complaints timely. Sexual harassment claims are personal issues to the accuser who feels violated and the accused. Never automatically terminate an accused without investigating. Such a termination may lead to wrongful discharge claims. Keep documents from investigations in employee relations files that are separate from personnel files.

related entries

Jena, Louisiana Sep 28, 2007
Harassment in the Workplace Jun 28, 2007
Religion in the Workplace Jun 21, 2007
EEOC Guidance on Care giving Jun 17, 2007
EEOC vs. Waffle House Mar 28, 2007

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