What Employers Can Do To Prevent Sexual Harassment

Employers play a key role in preventing sexual harassment. It is the legal obligation of an employer to see to it that his employees are safe from any unwelcome sexual conduct in the workplace.

Employers play a key role in preventing sexual harassment in the workplace. It is the legal obligation of an employer to see to it that his employees and workers are safe from any unwelcome sexual conduct in the workplace. If allowed to occur, sexual harassment does not only mean bad business sense; it could also lead to poor employee morale, poor productivity, and lawsuits.

By legal definition, sexual harassment is “any unwelcome sexual advance or conduct on the job that creates an intimidating, hostile, or offensive working environment”. Because sexual harassment is considered as a gender-neutral offense, it affects nearly – men, women, and the third sex.

In the workplace, the employer-employee relationship is often threatened when a sexual harassment problem occurs. In some cases, the harasser can be the victim’s superior; other times, an employer may also be liable for harassment by a non-employee, depending on the circumstances.

As an employer, you can take steps to reduce the risk of sexual harassment occurring in the workplace:

1. Implement a clear policy on sexual harassment.
You should draft rules and policies regarding sexual harassment in the office. The policy, which should be in the employees’ handbook, must contain the following:
• Definition of sexual harassment
• State that you will not tolerate sexual harassment
• State that wrongdoers will be punished
• State the procedure for filing a complaint
• All complaints will be fully investigated
• State that retaliation against complainants will not be tolerated or allowed

2. Conduct prevention training among employees and workers.
Prevention training must be conducted once a year to teach employees and workers about sexual harassment, to explain the rights to them, and to encourage them to report or file a complaint.

3. Give separate training for supervisors and managers.
Supervisors and office managers must also take training sessions to know the nature of the problem, the rights of an individual, and to know how to deal with complaints.

4. Monitor the workplace
Mingle with your employees. Try to talk and socialize with them. Ask for their input and suggestions. Ask supervisors and managers what is going on. Maintain communication with your employees.

5. Take all complaints seriously.
If you receive a complaint, investigate immediately. Once the complaint turns out valid, you must act swiftly and effectively according to policy rules.

In writing a sexual harassment policy, you can ask for the services of a business lawyer who has the experience and knowledge in employer-employee relationship. A lawyer who specializes in sexual harassment cases in the workplace can be expected to handle the job well.
Know more information about how to prevent sexual harassment with the help of Sexual Harassment Law Attorneys of Los Angeles Attorneys website.