HR Thursday: Step 4 in Preventing Harassment


One of the fastest growing areas of Employment Law Compliance issues is harassment claims.  Prevention is the key to avoiding harassment in your Healthcare practice or business.  If left unaddressed, these issues will only get worse.

The first 3 steps toward prevention of harassment claims (review here 1, 2, 3):

  1. A written harassment policy
  2. Antiharassment training
  3. Investigation

The 4th step in preventing the nightmare of harassment is:
Take Necessary Disciplinary Action.

Last week I included a video that played out the events of a harassment claim in the workplace.  If you missed what happened between Tom and Wendy as investigated by Ralph, then you’re welcome to view it here Harassment in the workplace part 1

At the end of part 1, Stan asks Ralph, “What would you do differently if you had to do it again?” in regard to the investigation, action, and outcome of the claim.

You can find the answer by watching Harassment in the Workplace part 2 where Stan relates a time when he had to take disciplinary action against Paul and Ed.  watch now  

If a harassment case is determined to be valid, you must take immediate and appropriate corrective action.  This means taking “action reasonably calculated to end the harassment” and keep it from recurring.

How severe does the discipline need to be?  The answer is determined by several factors:

  • How serious was the offense?
  • What was the nature of the offense?
  • Is it a repeated behavior?

Examples of corrective action are:

  • Apology to the victim
  • Verbal/written warning
  • Demotion
  • Counseling
  • Training
  • Suspension
  • Termination

Take necessary disciplinary action quickly.  Waiting only puts you at risk.

Tune in next week to learn Step 5!  Same blog time, same blog channel!

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