Employers are responsible for creating a work environment that neither promotes nor condones sexual harassment. While many employers take steps to ascertain proper procedures are in place to prevent and deal with sexual harassment, there are still companies that are unaware of the massive responsibility they have. It’s vital for companies to review their sexual harassment policies and make sure that those handling the cases are qualified to do so. A sexual harassment lawyer in Orange County or Los Angeles can review the policy and procedure you create to ascertain its effectiveness. When developing an appropriate set of sexual harassment procedures and policies, it’s important to keep in mind the following:

Train Your Employees: How can you expect your employees to steer clear of any behavior that constitutes sexual harassment if they don’t even know what it is? Handing someone an employee handbook and walking away isn’t enough, you need to continually provide reminders and clarification. Whether you choose to sit your employees down for a seminar style training, post up reminders around the office, or send a monthly reminder of sexual harassment policies, it’s vital to reiterate the point. Also, in the event that a sexual harassment case does arise, it’s a great idea to document exactly what kind of training was provided.

Encourage Reporting of Harassment: Even if your employees are aware of what sexual harassment is, they need to have an internal procedure designed to protect them against it. Management should be well versed in the intricacies of the sexual harassment policy, not only to prevent them from being inadvertent harassers, but also to provide direction to those identifying themselves as victims. Employees should have the option of reporting their harassment to someone other than their direct supervisor. Furthermore, reporting harassment should be simple, without needing to turn in a formal written complaint and with the ability to report anonymously.

Take Immediate Action: Any reports of sexual harassment should be taken seriously and addressed promptly. Neither employers, mid-level managers, nor HR members should ever dismiss a complaint by second guessing the harassers actions or intentions. If action isn’t taken immediately, there’s a large chance that the harassment will continue even after a complaint has been filed. This creates a situation of extreme liability for the employer. Although it can take time to reach a proper resolution of the case, it’s important not to wait until resolution to take remedial actions. Action can be taken immediately to decrease interaction between the two parties, without negatively affecting either’s ability to work effectively.

Having an intricate, well developed, and well known sexual harassment policy is crucial for a company. Employers that need assistance in creating a policy can hire a sexual harassment lawyer in Orange County or Los Angeles to lend their expertise. Don’t get caught with a sub-par sexual harassment policy, leaving you liable for potential sexual harassment claims. Contact a sexual harassment lawyer in Orange County or Los Angeles, such as the team at Diefer Law Group, to see what they can do for you.