Employers could be held accountable for any kinds of sexual harassments that happens in the working place. But, if they are responsible enough to correct and prevent the harassment, they would not experience this problem. This article would tell you about the elements on how to reduce the risks of being involved in sexual harassments. 1. Written policies - the policy must be explained of what is sexual harassment is all about. It must be able to provide enough examples that would make the meaning of sexual harassment clear to you and your employees. This includes unwanted physical contacts, conducted efforts in order to trade for sex for employment benefits, offensive jokes or lewd language, drawings, pictures, or graffiti, or the combination of these. It must be clear that the harasser has a defined act of sexual harassment. Whether or not the behavior is sexually harassing, it entirely depends on how the victim interprets and experiences it. It must also be stated that female and male coworkers could be both victims of this. The policy must be written in a form that would be understood by everyone. It must avoid using legal jargons. It must be translated into a language that the people in the working place could easily comprehend. 2. Complaint penalties and procedures - the policy must tell workers on how to file a complaint properly, giving sample complaint forms, where to file the complaint, know how to identity some peoples on staff who are designed to accept complaints. It must explain what occurs during the initial and proper investigations and what might happen right after the investigations, determining who the responsible is, what are the probable penalties, as well as who will impose the penalties, and how to make appeal to the employer's findings. For more about sexual harassment visit: https://sexual-harassment-lawyers.usattorneys.com/. 3. Retaliation - the policy must prohibit any forms of retaliation by means of providing samples of what retaliation really is. It must state that any forms of retaliation against the complaining witnesses or parties would be taken seriously and could be referred to as another type of harassing. 4. Safeguards and fairness - the policy must defend the person's rights at all cost. It must guarantee confidentiality to the highest extent as much as possible. 5. Policy publication - it is not good to write a policy that your staffs could not see. Each of your employees must have their own copy of it while another one in an exposed wall or bulletin board. If you really want your employees to remember and understand the policy, make sure that it is highly exposed. You can make some brochures out of it. Read more here: https://www.huffingtonpost.com.au/2017/10/16/your-options-if-you-or-someone-you-know-is-sexually-harassed-at-work_a_23244168/.
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