An anti-harassment policy is a must-have for any business. Having a functional way of handling harassment claims will protect your employees, which is good for business. It will improve their work morale and productivity when they know you are looking out for them.
It can also shield your organization from potential financial and legal liability. With ineffective procedures that don’t fully address workplace anti-harassment complaints, you may face legal actions by affected employees and regulatory bodies.
The components of an effective anti-harassment policy
Your organization’s anti-harassment policy should have a detailed process for reporting harassment claims and what happens after investigations. It may not be enough to channel reports to the human resource department. The specific person who handles such complaints should be known to all employees.
It is necessary to give victims the option of reporting anonymously should they wish to. Additionally, make it clear that all reports will be fully investigated and dealt with urgently and confidentially. Reiterate that stern action will be taken against those who violate the rules no matter their position within their organization.
It is also crucial to conduct periodic training for all employees, old and new. Make everyone aware of the organization’s internal mechanisms that deal with workplace harassment cases. Lastly, ensure you revise the policy now and then, making any necessary improvements to improve the document.
Protecting your business interests
Workplace harassment is still pervasive, affecting millions of employees nationwide every year. More than 40% of America’s workforce reported experiencing harassment on the job in 2021, according to one study
Therefore, you need to do all that you can to protect your workers and business interests. Having a sound policy is a step in the right direction, but you need to make sure it does the job and is effective. It’s valuable to have experienced legal guidance.