Regardless of who said this, who said that, the truth, the history and the outcome of the Herman Cain scandal in the daily news! Politics again brings up the very serious topic of sexual harassment in the workplace.
Does your company have a well-communicated process to handle sexual harassment complaints? If not, your business is potentially facing a costly liability. Take the case of …
Sheriff v. Midwest Health Partners, P.C., 8th Circuit Court No. 09-3367, August 30, 2010
“An employer’s failure to keep a female employee apprised of its response to her complaints of sexual harassment, and its further failure to follow through on remedial actions could lead a reasonable jury to find that the employer did not take the complaints seriously. Such failures form the basis of a recent decision by the 8th U.S. Circuit Court of Appeals in which the Court denied an employer’s post-trial motion regarding a $100,000 jury verdict.”
A Sexual Harassment Policy should be stated clearly in company’s Employee Handbook. And, there should be a signed document from each employee acknowledging that they have read AND understood the policy. No excuses!
“In the workplace, sexual harassment includes unwelcome sexual or sex-based conduct – such as unwanted touching, pressure for dates, or offensive remarks – that is sufficiently severe or pervasive to create a hostile work environment and interfere with the victim’s ability to perform her job. Sexual harassment can also include conditioning an employment or educational opportunity on the victim’s submission to requests for sexual favors.”
Provide a work environment that fosters teamwork and where everyone can reach their full potential, and also be prepared to protect that environment!