HR Thursday: Step 5 to Prevent Harassment Claims

Tim Twigg is the President of Bent Ericksen & Associates, and Rebecca Crane is a human resource compliance consultant with Bent Ericksen & Associates.  In March of 2010 these two wrote an article titled “Harassment: avoiding the nightmare“.

The last several Thursday’s on this very blog, I have been giving you snippets of information from this article.  I have whittled down for you the most vital information you need to know to protect the investment you’ve made in your business.

I have worked through each step of prevention with you:
Step 1: Provide written policy and regular communication
Step 2: Provide antiharassment training
Step 3: Investigate complaints
Step 4: Take necessary disciplinary action

Today, Step 5 is: Follow up!

When a complaint has been brought before you, even if each of the preceding steps have been accomplished, you’re still not done.  You must respond to the employee making the complaint regarding the findings and resolutions.  Periodically follow up with the victim to ensure that the harassment has stopped, the remedy was effective, and no retaliation has taken place.

Avoiding harassment charges is primarily addressed through prevention.  Make sure employees are aware of your policy and procedures, and act when necessary to stop inappropriate conduct. 

Tim Twigg and Rebecca Crane will tell you that the benefits of doing all of the above are:

  • A more harmonious work environment
  • Better job performance
  • Less turnover
  • More profit

I’m sure that’s exactly what YOU want!

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