Yes, as we see on our 24/7 endless “breaking news,” this sexual harassment stuff can be a real mess….Now we have another case oozing into national politics. So much for the settlement agreements and confidentiality clauses and hush money.
Once upon a time, there was no such concept in the workplace. It was not until 1986 that the U.S. Supreme Court recognized that “sexual harassment” violated Title VII of the landmark Civil Rights Law of 1964. Since that fuse was lit, the dynamics of the U.S. workplace changed forever.
What is a company to do?
As strategic Orlando, Florida Human resources consultants and business advisors, we highly recommend annual review of a strongly written policy addressing conduct that will not be tolerated. Annual compliance training is also recommended. A prompt reporting process with thorough investigation and follow up actions to resolve complaints is also critical. A strong policy against any form of retaliation against any employee who raises a concern about unwelcome conduct or participates in an investigation is also important. There are many other important components to an effective policy against this unlawful conduct, so take this subject seriously as it is a bottom-line issue.
As for those who find themselves in the middle of these matters, it’s no fun, particularly when things go sideways.