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Top 10 Best Practices in HR Management, 2010
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Harassment
| When it comes to sexual harassment in the workplace, you can’t be too careful. HR Daily Advisor gives you background on the federal and state guidelines and essential elements of an anti-harassment policy and program. Get analysis, news, training tips for managers and employees, and more. |
In yesterday's Advisor, attorney Rebecca Speer dissected "he said/she said" investigations. Today we'll get her take on how many witnesses to interview, and we'll take a look at a program to help you with your investigation policies (and all your other policies).
There's not much trickier than investigating "he said/she said" accusations. The key to dealing with these situations, says attorney Rebecca Speer, is to do everything reasonably in your power to uncover "corroborating evidence," that is, information that would support the complainant's—or the accused's—version of events.
Harassment training is always tricky—Discuss the behaviors of harassing managers, and you may be creating an uncomfortable environment just with your training. Here are a few scenarios that should get discussions going without offending.
Four men and a woman are at an out-of-town sales meeting. The men decide to go to a strip club, but because they don't want to be guilty of harassment, they don't invite the woman. "And they are right, there is no harassment, but there is discrimination," says Attorney Jonathan Segal.
What about supervisors asking subordinates for dates? "It's not recommended, in fact, it's the most dangerous action in the workplace," says Attorney Jonathan Segal.
Yesterday's Advisor considered harassment complaint systems. Today, we cover who takes complaints, offer a sample complaint form, and discuss one additional key element—training.
Many managers think they can ignore sexual harassment until there's a formal complaint, but that's a dangerous course. In fact, the opposite is true: Most experts recommend encouraging complaints.
Yesterday's Advisor covered the first three conditions that must be met to invoke an "affirmative defense" against harassment claims. Today we move on to the fourth condition, and bring you news about a unique tool that helps smaller HR departments with harassment—and the rest of HR's major challenges.
Although the Supreme Court has made it clear that employers are responsible for unlawful harassment by supervisors, the Court did provide a clear-cut method of avoiding liability under certain circumstances. Here's how it works.
Seems like managers would have gotten the message about sexual harassment, but many are still confused. Here are the facts about some of the most prevalent myths, taken from BLR's Total Training Resource: Sexual Harassment
Title VII Sexual Harassment Prevention Training … right out-of-the-box, for under $5 per employee!
Find Out More
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Give your company protection from one of the most common workplace lawsuits, and meet Title VII training requirements, quickly, effortlessly, and at low cost, with BLR’s Sexual Harassment PowerPoint and Booklet Training Kit. You get:
- 30 interactive, prewritten Powerpoint slides that teach how to recognize, prevent and respond to incidents of harassment.
- 20 full-color, 16-page employee booklets that reinforce the lessons and provide a valuable takeaway.
- Speaker’s notes, quick quizzes, completion certificates.
And, at the low price of just $99, you can train 20 workers for under $5 each!
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