Especially if you're planning to hire young workers this summer, pay close attention to the EEOC's suggestions:

• Encourage open, positive, and respectful interactions with young workers.
• Remember that awareness, through early education and communication, is the key to prevention.
• Establish a strong corporate policy for handling complaints.
• Provide alternate avenues to report complaints and identify appropriate staff to contact.
• Encourage young workers to come forward with concerns and protect employees who report problems or otherwise participate in EEO investigations from retaliation.
• Post company policies on discrimination and complaint processing in visible locations, such as near the time clock or break area, or include the information in a young worker's first paycheck.
• Clearly communicate, update, and reinforce discrimination policies and procedures in a language and manner young workers can understand.
• Provide early training to managers and employees, especially frontline supervisors.
• Consider hosting an information seminar for the parents or guardians of teens working for the organization.

Supervisors May Be Young and Inexperienced

One of the challenges in dealing with harassment of teen workers is that the supervisory employees may be young, inexperienced workers themselves. They may not understand what behaviors of theirs could be considered harassment, and may not know how to respond properly when they observe harassment or receive a harassment complaint.

Headlines (and court judgments) tell the story—anti-harassment programs are critical. Solution? Check out BLR's new Sexual Harassment Essentials Kit. Plus for a limited time receive a Free bonus download. Go here for details.

Harassment prevention training will help all inexperienced teen workers understand the kinds of behavior that are unacceptable and inappropriate in the workplace. They will be more likely to recognize harassment and report incidents, and less likely to engage in harassment themselves.

Harassment a major hassle? It is for most companies. You need to research the law, generate legally correct policies, write training materials, follow complex procedures for complaints, investigate thoroughly but not too thoroughly, and fully document every step of the way.

Just gathering the resources for your program could take days. Until now, that is. Introducing BLR's Sexual Harassment Essentials Kit. It's all you need to create and implement a program, in one instantly available, remarkably affordable, download package, with satisfaction guaranteed. Look at all the essentials included in this kit:

• National Compliance Analysis
• State-by-state Compliance Analysis
• 4 Sample Sexual Harassment Policies
• Sample Harassment Complaint Form
• 2 Sexual Harassment Checklists
• 2 Sets of Powerpoint Presentation Slides with leader's Notes (one for employees and one for supervisors)
• Quizzes for each Powerpoint
• Training Exercises for each Powerpoint

Harassment happening in your company as you read this? Could be. Get your anti-harassment program going with BLR's new Sexual Harassment Essentials Kit and Free bonus download. Get more details here.

This program was created by the same expert staff as all our award-winning programs, even though Essentials Kits are among our most affordable offerings. Our essentials kits are:

• Written in the Plain-English, non-legalese style that has won us multiple awards... and thousands of satisfied customers.
• Packed with BLR's renowned prewritten policies, forms, checklists, and related documents, already reviewed for legality. Just fill in the specifics.
• Instantly downloadable in PDF format! No shipping cost or wait for delivery.
• Backed by BLR's guarantee of satisfaction.

Go here to order or get more information about the Sexual Harassment Essentials Kit Download.

More Articles on Harassment