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Educating Employees About Sexual Harassment

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Sexual harassment is a significant issue in the workplace that every employer has an obligation to take steps to prevent. In some cases, employees simply may not understand what does and doesn’t constitute sexual harassment without appropriate training, and employers are legally obligated to provide it. Likewise, training employees to avoid sexual harassment is smart for business. It can help you avoid lawsuits and issues with employee morale. Your employment law attorney in San Jose, CA , can help your draft an effective plan for educating employees about sexual harassment. These tips will also help. employment - laws

Have a Policy

Every business requires a sexual harassment policy that is clear and is provided to each employee. The policy should give a definition of sexual harassment, state your business’s no-tolerance policy and the consequences for engaging in harassment, and make guarantees that anyone who reports harassment will be protected from retaliation. The policy should also state a clear procedure for filing a sexual harassment complaint and an explanation of your process for investigating claims. Your employment law attorney can help you draft a policy that is in line with your legal requirements.

Provide Training

Training for sexual harassment should happen during onboarding of new employees and at least once a year for the company as a whole. These training sessions should be refreshers of your expectations for maintaining a harassment-free workplace as well as a chance to bring staff up to date on any changes to employment law that have occurred since your last session. Your employment law expert may be able to help you lead these sessions.

Training Supervisors Is Mandatory For Organizations With 50 Or More Employees or Contractors

Educating your leadership team on sexual harassments and their roles in maintaining a non-hostile workplace. Supervisors and managers should understand the procedures for dealing with sexual harassment complaints and know their responsibilities for both stopping harassment when they see it and for preventing retaliation when an employee files a complaint.