2. All supervisors must be trained to report any incident to company management, even if it’s not related to their department.
When it comes to claims, Sexual Harassment Prevention laws take the position that the employer/management team should have known that Sexual Harassment was happening in the workplace. Supervisors need to understand they are part of the management team—in fact, they are the eyes and ears of the Chief Executive Officer. That’s why it is important for supervisors to inform Human Resources or upper management (CEO, COO) if they notice Sexual Harassment in the workplace or if an employee reports an incident—even if it does not involve their direct employees or does not happen in their department.
Keep in mind, though, that employees may not be comfortable talking to their supervisor about a sexual harassment incident. Employees should have the option of talking with another supervisor or member of management to report a concern or incident.
The law requires organizations to ensure they are free of Sexual Harassment, and claims are brought against employers when they haven’t done that. Of course, management can’t be everywhere. That’s why they rely on supervisors to enforce the policy for sexual harassment prevention and report any concerns or incidents.
If your employees and supervisors need training or your company’s policy isn’t up to date, contact Randi Frank. After discussing your particular needs, Randi can give you a quote for Sexual Harassment Prevention Training and Policy Development.
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