Company Sexual Harassment Policies

Since many men and women are coming forward to report instances of sexual harassment, businesses are creating sexual harassment policies. Some create a zero-tolerance policy, which immediately dismisses the perpetrator. However, it is important to know that even if your company has a sexual harassment policy zero tolerance or otherwise, you still need to protect your rights and ensure that the company upholds its own policy. The company will protect itself, but you need an experienced complex litigation attorney to protect you.

About Zero Tolerance Sexual Harassment Policies

Zero tolerance sexual harassment policies say any person who commits sexual harassment will be dismissed. This policy does not give warnings. Also, there are no strikes or probationary periods. One instance of sexual harassment could mean immediate termination.  This includes even a supervisor. However, processes can take time even with a zero-tolerance policy. Chances are there will be an investigation. During this time, another co-worker or even the employer could retaliate against you. This is why it is important to have your own counsel to protect you during the complaint process.

Other Types of Sexual Harassment Policies

A company is liable if it knew or should have known of the harassment and failed to take immediate and appropriate action. This is why these companies create sexual harassment policies. It isn’t to protect you, but to protect the company. In fact, these companies only create policies to satisfy their duty of reasonable care. Therefore, the policies will only take reasonable steps to help prevent and correct harassment. These sexual harassment policies will fight victims more than they help.

Complex Litigation Attorney Attorney

If you have experienced sexual harassment in any form in the workplace, you should contact a qualified employment attorney as soon as possible. If the harassment has not stopped after making a formal complaint with your employer, consulting a harassment lawyer is your best option. Your attorney will be able to provide further guidance, help you file a claim with the EEOC, and help you build a case that will put an end to what you have experienced.

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