Have a way for EVERYONE to report harassment.
I wrote back in 2015 about the importance of having multiple ways for an employee to report sexual harassment. This was based on another post I had done in 2011. In 2015 I said:
“…it is important to have multiple ways an employee can report harassment. With many companies this is reporting to HR. However, some companies don’t have HR, or as I wrote about, sometimes HR reports to the harasser who happens to be the president of the company. In those situations where there is no easy alternative to reporting to HR or different levels of management then you need to get creative. You may need to have a consultant, an EAP, an attorney or a board member that an employee can file a complaint with if they don’t feel they can follow the route suggested in the policy.”
It is a sad state of affairs that in today’s world I have to continue to right about the importance of a sexual harassment policy. Here is another such case that shows how employees may be left with no alternative.
Shocking and sexually explicit behavior
Richard Cohen, of Fisher Broyles, writes about ...