TIPS FOR PREVENTING HARASSMENT IN THE WORKPLACE

January 2002

While it is more common today for employers to have written anti-harassment policies, it is less common that employers are taking adequate steps in implementing these policies.  The implementation process is often the key to preventing harassment.  Here are some preventative tips:

• Draft an understandable policy: A written anti-harassment policy should, in non-legal terms, clearly and specifically explain the type of conduct that is prohibited, should restrict all types of harassment (not just sexual) and should have an effective procedure of for reporting harassment.
• Educate all employees: All employees should be trained to make sure they understand the type of behavior that is prohibited and the reporting procedure, and that the employer is committed to investigating complaints of harassment and taking prompt corrective action.
• Educate first line supervisors: First line supervisors should be trained to understand their responsibility and often critical involvement in identifying and notifying upper management of harassment.
• Make harassment prevention part of evaluations:  Harassment prevention should be made part of an annual evaluation of all employees (just like attendance and productivity) as a means of monitoring for harassing conduct.
• High–level management should be aware:  High-level management should involve themselves in the lower levels of the operation to regularly monitor whether harassing conduct is occurring and whether the anti-harassment policy is being implemented.

Anti-harassment training should be conducted for all new hires and new supervisors.  Also, all employees should receive updated training as needed.  An employer can avoid liability in most instances if it adequately implements a well-drafted anti-harassment policy.