Tips: Providing safety in the workplace against sexual harassment

It is important to provide a safe working environment. While employers must

worry about safeguarding their assets from employee theft, they must also

seriously consider safeguarding employees from potentially dangerous sexual

advances. Both the employer and the employee committing the crime can face serious consequences if hit with a sexual harassment lawsuit. George Howe, president and founder of Harassment Hotline Inc., offers tips to help prevent sexual harassment in the workplace in his article, "Beyond Politically Correct," which appeared in the May 1999 issue of Security Products magazine.Provide your

employees and agents with discrimination information. Distribute an information sheet that describes:

· The illegality of sexual harassment.

· The definition of sexual harassment under applicable state and federal law.

· A description of sexual harassment, including examples.

· The internal complaint process available to the employee.

· The legal remedies and complaint process available through state or federal agencies.

· Directions on how to contact either a state or federal agency.

An anti-retaliation statement that protects employees who complain about or

participate in proceedings concerning sexual harassment.Once the complaint

procedure is adopted, a responsible employer must:

· Train supervisors in the use of the procedure.

· Encourage all employees to use it if it becomes necessary.

· An employer is required by law to take appropriate remedial action

· designed to end any incident of sexual harassment.

Employers have several options open to them, depending on the seriousness of

The harassment. These options include:

· Information resolution between the parties.

· Disciplinary action against the harasser.

· Disciplinary action against the purported victim if it is determined

· and provable that they made false accusations.

· Many employers offer the victim free personal counseling, when

· appropriate.

· Some also require the harasser to seek counseling to remain employed.

written by George Howe, Harassment Hotline as seen in Security Products