Auditing Your Anti-Harassment Policy

There has been an explosion of racial and sexual harassment allegations in both the press and in complaints to employers. Harassment is certainly not new. Yet now there is a new environment and more motivation to come forward. There are new laws and regulations and more are coming, all aimed toward reducing incidents of workplace harassment and bullying, encouraging employees to come forward, and protecting both alleged victims and witnesses from possible retaliation by employers. Employers who do not have up-to-date anti-harassment and bullying policies and effective procedures which implement those policies are at risk, both from the Courts and in the “Court of Public Opinion.”

Good policies prevent problems. Poorly designed policies can be worse than none, and may themselves result in discrimination cases and other liability. Often those who are accused of and investigated for harassment under poorly designed processes sue and win large awards. Avoid this.

This presentation covers the necessary ingredients of an effective harassment policy. A policy must go beyond paper. This program gives practical advice on implementing the policy. Perhaps more important, there are illustrations of what to include and what not to include in your harassment policy and procedures, in order to effectively address harassment and prevent liability.

Covered Topics

  • Elements of legally valid policy and practices
  • Elements of a practical scope of your anti-harassment and bullying policies to include other related forms of abusive behavior
  • Supreme Court Standards for Duty of Care for employees, and how it can protect your organization from liability
  • What to include in your policies (the danger areas)
  • What not to include in your policies
  • Proper procedures
  • When to investigate an allegation of sexual harassment and effective alternative
  • Equal protection for all parties
  • Setting up a procedure for reporting and investigating allegations of harassment
  • Protecting from retaliation

Who Should Attend?

Human Resources Managers, Safety & Security personnel, Branch Managers, Executives, Supervisors, Board Members.