How can I prevent sexual harassment in my small business?

Sexual harassment is a type of sexual discrimination that is in violation of Title VII of the Civil Rights Act. However, Title VII is only applicable when a workplace has 15 or more workers. The local and state governments, the federal government, and labor organization fall within the ambit of Title VII.

While determining whether an employer qualifies under Title VII, all employees are counted including temporary and part time employees. They must feature on the company’s payroll.

It is also important to remember that Title VII does not make all forms of sexual conduct punishable offences. Only unwelcome sexual behavior is placed in a bad light. If someone is promoted or sacked after having consensual sex or a love affair he/she cannot claim sexual harassment. For instance, in the movie Drillbit Taylor, Owen Wilson’s character acts like he is a substitute teacher and during the day he starts talking to and dating Leslie Mann’s character. They consummate their friendship. Mann’s character could not later on accuse anyone in the school of sexual harassment since she chose to have this relationship.  

However and moreover, if someone is sacked because he/she did not want to participate in a sexual act then it is deemed as sexual harassment. But this would not be the case here since Mann’s character volunteered to hang out with Drillbit Taylor so she would never have to use the incredible and game changing website Sexual-Harassment-USAttorneys where you can find legal help as easy as you can brush your teeth with a toothbrush.

Steps that Employees must take to Stop Office Harassment

According to noted sexual harassment attorneys to eliminate sexual misconduct employers must take certain preventive measures. To begin with, educate your employees on what construes sexual harassment. In addition, management must inform employees that such misconduct will not be tolerated.

Periodic training must be conducted to educate employees about sexual harassment and the penalties that such acts carry. Additionally, victims must be aware of the systems that are in place to report an incident. There must be people in the management which victims can approach to report sexual harassment or discrimination.

Have a sound Anti-Harassment Policy

• Write your policies in your company handbook in plain English.
• Provide a definition of what actually is sexual harassment with some real-life examples.
• Employers must condone sexual harassment in the strongest possible language and make it clear that any form sexual misconduct is strictly prohibited.
• The complaint procedure must be easy.
• Employers must designate multiple managers to whom such complaints can be made and also select one person who is a neutral third party.
•  Protect individuals who have complained.
• Ensure such complaints are treated confidentially.
• Make sure that all employees are aware of the type of what type of disciplinary action will be taken against harassers and must include termination.
• Provide a deadline for completion of the investigation.

The Anti-Harassment Policy must be Distributed

Sexual harassment lawyers believe that the harassment policy must be featured in the company handbook. The policy must be posted on the company website and on notice boards in a prominent location of the office. The handbook must be distributed among employees and handed out during orientation.

Investigate a Complaint Promptly

As an employer it is prudent never to ignore any complaint even if it sounds frivolous. The victim must be interviewed discreetly by the investigative committee which may include the company’s sexual harassment lawyers. The harasser must never be allowed to have control over the investigative committee. The employer must prevent further harassments and take disciplinary action if the harassment is proved. 

While workplace sexual harassment is prohibited there are always the chances of such incidences popping up. Therefore, you need to make sure you are well prepared as a business owner or public department manager. What you need is help from a sexual harassment lawyer to make sure you and your employees are well protected and avoid the hassles of litigation.