Making Sure Your Company Is Not the Next Harassment Hashtag 4-5-2018
Bruce’s Summary: With all the allegations continuing to surface along with the growth of the “#Metoo” movement it’s time to step up in a proactive manner and ensure that your harassment policies and training material are up to date. No matter where allegations occur – from work environments in the private and public sectors in Hollywood or small town America – it’s not the time to ignore and hope such allegations go away.
The author gives a good overview and some great suggestions on better ways to open up communication lines between your organization and your employees. Employees need to feel comfortable that they can raise issues in a safe and secure work environment and that they are heard. An investigation must be prompt, impartial and thorough. However, this doesn’t mean at the end of the investigation you may be reporting what either the complainant(s) or respondent(s) wants to hear. The facts of the investigation will determine the outcome.
If an allegation is raised, regardless of the length of historical time involved, remember two things, 1.) Think about how you would want to be treated if you were the one raising the allegation(s) and, 2.) Focus on the facts surrounding the allegation(s), not the person’s personal style or demeanor or their work history, etc., which will come later, if needed, in the credibility phase. “None of the information contained herein should be construed as legal advice, nor are Calvin Associates consultants engaged to offer legal advice. If there is a need for legal advice, please contact and seek the advice of independent legal counsel.” www.calvin-associates.com