With several recent allegations of sexual harassment against prominent public figures and business leaders in the news, sexual harassment is a hot topic of discussion. The increased dialogue and the publication of seven-figure settlements should serve as cautionary tales for employers. Sexual harassment can happen in any industry and the potential damages, both monetary and reputational, can be significant. It can also adversely affect company morale, productivity and work relationships. For these reasons, it is imperative that employers take proactive steps to minimize the risk of sexual harassment in the workplace.
• Policy. Employees should be aware of the employers’ stance against sexual harassment and the potential consequences for engaging in sexual harassment. Having a clear written policy that explicitly prohibits sexual harassment is a company’s first line of defense. The policy should state that the company prohibits sexual harassment, define what constitutes sexual harassment, require employees to report sexual harassment, provide alternative methods of reporting harassment, including reporting mechanisms if an employee believes his or her immediate supervisor is part of the problem, and assert that the company will not retaliate against any employee for reporting harassment.
