HR Thursday: Dress for the Weather

If you want to avoid the nightmare of harassment claims in your business, then you must DRESS FOR THE WEATHER! 

Watch this VIDEO to understand what I mean…

PREVENTION, STEP 1:  Provide written policy and regular communication. 

A well-written harassment policy should do the following:

  • Define what constitutes harassment (you learned that on this very blog a few weeks ago)

  • Explicitly state that “harassment of any kind will not be tolerated

  • Outline reporting channels and methods, and insist employees report any harassment concern

  • Assure employees that a complaint will be treated as confidentially as possible

  • Notify staff that investigations will be initiated upon receiving a complaint to determine its validity

  • Inform staff that appropriate disciplinary action, which may include discharge, will be taken against any guilty offenders

This policy should be:

  1.  Included in your policy manual

  2. Covered in orientation programs for new hires

  3. Redistributed at least annually for continued emphasis

  4. Referenced during antiharassment training programs (at a minimum)

Taking these steps will ensure that all employees know or should know the policy and procedure at your business.  Don’t just issue the policy once and never revisit it.  Ongoing communication is vital, and may possibly save you a lot of money!

Have you ever paid the price for NOT being prepared?

All of the facts and stats on todays post are taken from a 2010 article in Dental Economics by Tim Twigg and Rebecca Crane of  Bent Ericksen & Associates 

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