A sexual harassment complaint is likely the last thing any business owner or manager wants to receive. Finding out that one worker feels mistreated by others or targeted by a specific coworker could potentially indicate significant cultural, financial and legal troubles ahead for the business.
Improperly handling sexual harassment complaints can leave a company exposed to future litigation. Knowing how to handle a sexual harassment complaint before a worker makes one can help business leaders navigate a very challenging situation as effectively as possible.
Take every report seriously
Regardless of the background of the worker filing the complaint or the success of the person accused, the company should always address the complaint as a serious, legitimate concern. Speaking with the complaining worker at length to get details about what occurred, and keeping detailed records of that complaint can help confirm that the company responded appropriately.
Businesses need to investigate by doing things like interviewing witnesses, talking with the other party, validating allegations by comparing them to security camera footage if possible and reviewing electronic communication. The records of the investigation can determine the next steps to take.
Avoid retaliation
Responding appropriately to a sexual harassment claim may require disciplining or training the worker accused of misconduct. A transfer may be necessary to prevent any additional harassment or retaliatory misconduct from the accused party.
The employer should ensure that discipline targets the party accused and not the accuser. Demotions, terminations and unfavorable transfers could constitute retaliation and expose the company to the risk of a lawsuit.
Taking appropriate steps and consulting with an experienced attorney can help organizations properly manage a sexual harassment complaint. Failing to respond effectively can sometimes provide the grounds for a lawsuit.