Hantzes & Associates Business & Employment Law

Contact Us Today: 703-378-5000

  • Home
  • About
  • Our Practice
    • For Employers
    • For Employees
    • Business Law
    • Commercial and Residential Real Estate Law
    • Malpractice Law
  • Blog
  • Contact
Hantzes & Associates Business & Employment Law

Call: 703-378-5000

  • Home
  • About
  • Our Practice
    • For Employers
    • For Employees
    • Business Law
    • Commercial and Residential Real Estate Law
    • Malpractice Law
  • Blog
  • Contact
How effective is your organization’s anti-harassment policy?

How effective is your organization’s anti-harassment policy?

On Behalf of Hantzes & Associates | Mar 14, 2022 | Business Litigation |

To protect your business and employees, it is necessary to have a workplace anti-harassment policy that works. All employees should have confidence in the organization’s structure and procedure of handling harassment claims – from reporting to investigating and finally dealing with any cases.

As an employer, here is what you need to ask yourself about your current policy.

Does it make reporting harassment claims easy?

Your anti-harassment policy needs to make it easy for employees to report harassment claims. You can do this by having several avenues to make reports. For instance, if an employee can only escalate harassment cases to their immediate supervisor, it might not be ideal since, in some cases, the perpetrator could be their boss.

Does it protect victims?

An effective anti-harassment policy should protect victims’ identities as much as possible. Employees will not fear raising harassment claims with confidentiality assured, even if it involves their superiors.

Are all employees aware of the policy?

It is crucial that all employees, right from the top brass, are aware of the existing anti-harassment policy, its procedures, and other important details. That way, everyone will know what to do or expect if they face any form of harassment at the workplace.

You should also consider regular training to align your entire workforce on the organization’s approach to workplace harassment.

Why is this so important for a company to do?

Firstly, you will protect your most valuable resource – your employees. Their productivity and morale will increase when they know that the employer is proactive in protecting them against any form of harassment. You will also avoid the costly consequences that come with harassment claims.

If your company’s way of handling harassment claims has some loopholes, it is advisable to get help in coming up with a solid anti-harassment policy that will do the job.

  • Facebook
  • Twitter
  • Google+

Recent Posts

  • How to spot a disadvantageous severance agreement
  • How to avoid wage and hour claims
  • You do not have to put up with sexual harassment at the office
  • 2 ways for employers to combat racial discrimination at work
  • 3 points to remember about partnership disputes

Archives

  • January 2023
  • December 2022
  • November 2022
  • October 2022
  • September 2022
  • August 2022
  • July 2022
  • June 2022
  • May 2022
  • April 2022
  • March 2022
  • February 2022
  • January 2022
  • December 2021
  • November 2021
  • October 2021
  • September 2021
  • August 2021
  • July 2021
  • June 2021
  • May 2021
  • April 2021
  • March 2021
  • February 2021
  • January 2021
  • December 2020
  • November 2020
  • October 2020
  • September 2020
  • August 2020
  • July 2020
  • June 2020
  • May 2020
  • April 2020
  • March 2020

Categories

  • Business Law
  • Business Litigation
  • Employment Law – Workers
  • Firm News
  • Uncategorized
  • Wage and Hour Disputes
  • Workplace discrimination

RSS Feed

Subscribe To This Blog’s Feed

FindLaw Network

Contact Us Now

Get the answers you need for moving forward

Hantzes & Associates Business & Employment Law

Office Location

10513 Judicial Dr.
#100
Fairfax, VA 22030

Phone: 703-378-5000

Fax: 703-448-4434

Fairfax Law Office Map
  • Follow
  • Follow
Review Us

© 2023 Hantzes & Associates • All Rights Reserved

Disclaimer | Site Map | Privacy Policy | Business Development Solutions by FindLaw, part of Thomson Reuters