How to deal with sexual harassment in the workplace

Feb 27, 17 How to deal with sexual harassment in the workplace

Posted by in Family Law

Sexual harassment is defined by the U.S. Equal Employment Opportunity Commission (EEOC) as “Unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature constitute sexual harassment.” It is important to highlight the word “unwelcome” or uninvited in this definition. Sexual or romantic interaction between two people in the workplace may go against company policy, but it is not sexual harassment. Victims of sexual harassment should follow the steps below to overcome the issue. Understand your company’s sexual harassment policy – You should read and highlight areas from your company’s sexual harassment policy to understand the process. Ask the harasser to stop – Inform the harasser that you will report them to their employer and the commission. Most often harassers will stop harassing a person on their first warning. Write a note or memo to your harasser if they fail to stop – Put down in writing what the harasser did, the date it happened, the current date, the harasser’s full name and send it via certified mail. You should keep a copy of the letter together with the return receipt. You could also send a copy to the harasser’s manager or supervisor. Keep records – Each time a harassment occurs, note down the date, time, what occurred and who saw the harassment, if it occurred in public. You should also save any emails, texts or voicemails that can strengthen your story. Look for other victims and supporters/witnesses – Speak to other people that you may think have been harassed by the same person. Ask them if they could note down the date, time and the incident of when then were being harassed....

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Are sexual harassment investigations confidential?

Dec 09, 16 Are sexual harassment investigations confidential?

Posted by in Legal

Sexual harassment is common in most modern workplaces and can include unwelcome sexual or romantic advances, sexual blackmail, offensive touching, discussions of intimate activities that make others uncomfortable, etc. It is also important to understand what happens to the accused, especially if the sexual harassment claim is determined to be unfounded.  In most situations the accused that is found to be innocent does not always receive justice and can some times be terminated without any further review. Filing a case on defamation against ones character can be away of receiving damages from lost income and personal embarrassment, but can often be costly and be difficult to prove. This raises the question, about why the accused and the accusers names are not left confidential, until the case is proven. Often this happened for the accuser, but does not remain confidential in regards to the accused. This can be a problem to employees who have been wrongly accused of sexually harassing an employee. It is wise for employers to implement policies that keep such matters confidential for the employees concerned. Implementing a policy will also reduce the company from being exposed to claims regarding wrongful termination, slander, or other claims. Employers should also follow the same rule and limit reference calls to only verifying dates of employment and eligibility for re-hire. To implement the best practices for sexual harassment, it is advisable to consult corporate counsel for guidance on the best practices for your business....

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