Companies are reviewing their Anti-Harassment Polices and complaint processes in the midst of the Me Too Movement. In addition to employees who have experienced harassment, it should be made clear who can bring a complaint. The policy should extend to vendors, customers and third parties. Complaint procedures should define behaviors that are unacceptable and prohibited in the workplace. A stray comment about another’s race may not be illegal but nevertheless is unacceptable and will not be tolerated.
It is best practice to have multiple points of contact in the event of a sexual harassment complaint. Give employees the opportunity to contact managers and other leaders as well as HR. Be very clear about defining prohibited conduct. Harassment via social media, text messages, email and snap chat are within the scope of prohibited conduct.
Protection against retaliation should extend beyond the employee making the complaint. Apply your policy to witnesses and others involved in the investigation.
Communicate prompt correction action will be taken if an employee or company affiliate has engaged in inappropriate behavior whether or not the conduct is illegal. Take proactive steps to preventing harassment by conducting periodic workplace assessments.