How Do Your Company’s Harassment Policies and Programs Compare?

Recently, Dial Corporation entered into a consent decree with EEOC to settle charges of sexual harassment in one of its plants. AHI’s Employment Law Resource Center provides some useful information on this consent decree, and it may be quite instructive for you to compare your company’s policies and programs to this list of “best practices” to see how your organization would fare.

Major areas to consider include:

1. Your harassment policy; for example, does it

include strong non-retaliation language with examples to supplement the definition

2. Your complaint procedures; for example, does it provide specific time lines for how long it will take until the investigation is finished?

3. Do you ensure that supervisors are accountable for harassment; for example, how supervisors handle EEOC issues affects their bonuses and promotions?

4. How is training done on harassment; for example, is harassment training provided to all employees, and updated harassment training offered on a regularly scheduled basis?

For further information and more details on these points, go here.

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