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Sexual Harassment Consulting

SH Woman02While recent Supreme Court rulings provide for an affirmative defense for employers if they show that they “exercised reasonable care to prevent and correct promptly any sexually harassing behavior,” the definition and criteria for reasonable care have yet to be determined. Legal experts seem, generally, to be in agreement that as a minimum companies need:

  • to have a strong, effective sexual harassment policy,
  • to provide periodic sexual awareness training,
  • to have mechanisms in place to provide recourse for victims of sexual harassment, and
  • to have a predetermined procedure for handling and investigating complaints.

Obviously, the best time to put these four items in place is before you have a problem. If you have already received a complaint, then you have no choice but to make sure the company is protected. We can provide you with assistance in each of the following areas regardless of your current situation:

  • Policy development and implementation
  • Training development and delivery
  • Complaint investigation and resolution.

 

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Developing and Maintaining A Sexual Harassment Free Workplace: A Guide For Managers; Second Edition