How Employers Should Handle Sexual Harassment Claims

Full Video Transcript

When an employer receives a complaint or otherwise learns of alleged sexual harassment in the workplace, the EEOC recommends the employer take immediate, responsive action. Specifically, the employer should thoroughly investigate the situation and take prompt, corrective action. First, the employer should do whatever is necessary to end the harassment and restore any lost employment benefits or opportunities to the victim. Also, appropriate disciplinary action should be taken against the offending party, whether consisting of a simple reprimand to outright termination of employment, depending on the severity of the conduct. Finally, the EEOC recommends the employer conduct follow-up inquiries with those involved to ensure the harassment has not resumed and the victim has not suffered retaliation for complaining about it. Oftentimes, employers involve legal counsel early in the process to assist the employer in responding to the complaint in an appropriate and timely fashion. In fact, the adequacy of an employer’s response to a claim of sexual harassment may even help avoid, or at least minimize, any liability on the part of the employer in the event of a subsequent sexual harassment lawsuit.

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