Skip to Main Content

Harassment Policies Need to be Reviewed

ItHarassment Policies Need to be Reviewed - Michigan Human Resource Consulting Blog | Sage Solutions Group - shutterstock_226747705_(1) is nearly impossible to turn on any news channel or social media news feed without hearing the latest in the saga of celebrity sexual harassment claims. With this type of attention to this serious topic, it is a reminder to every organization that harassment policies should be reviewed and updated as needed. Small businesses might not recognize the need for this type of policy, however, sexual harassment or sex discrimination violates Title VII of the Civil Rights Act of 1964 and this act applies to businesses with 15 or more employees at the Federal level according to the Equal Employment Opportunity Commission (EECO). It is also important to keep in mind that individual states may have additional pertinent laws. In Michigan for example, the Elliott-Larsen Civil Rights Act dictates that employers are responsible to the laws described in this act at just 1 employee.  

When reviewing employee handbooks and policies, here are some quick suggestions on where to begin when it comes to harassment:

  1. If your handbook is a few years old, it might not have a harassment section. This needs to be added as soon as possible!
  2. Employers need to establish a harassment policy making it clear what behaviors will not be tolerated.
  3. This written policy should include details on how to make a complaint, ensuring that there is a provision for filing the complaint with more than one designated person, and that the employee will not be in trouble for making the complaint.
  4. Managers need to be trained at a higher level on the policy (separate from the employees) to be sure they know how to handle a harassment claim should they receive one.
  5. The harassment policy should be distributed to all employees at least annually.  
  6.  Best practices could include a written acknowledgment that the employee has read and understood the policy. This acknowledgement should be kept in their employee file.

This is just a quick set of suggestions to get you started and it is not a complete guide to addressing this type of policy.

While harassment policies may need to be reviewed by an attorney, Sage Solutions Group can complete HR audits to be sure organizations are compliant with the current EEOC guidelines and local/state laws. Further, as HR consultants, we can assist organizations with training and implementation of a new or updated policy. We can also provide Anti-Harassment seminars for your group to address harassment in all its forms to help prevent your organization from falling into the trap of these types problems in the workplace.

 

https://www.eeoc.gov/eeoc/publications/fs-sex.cfm

https://www.eeoc.gov/laws/statutes/titlevii.cfm

Cleaning Up Your Digital Footprint

What is a digital footprint, you ask?  It is the unique set of traceable digital activities, actions, contributions and communications that are manifested on the Internet or on digital devices. One aspect of your digital...

Employment News- Michigan Ballot 2018

Michigan businesses need to be aware that there are two initiatives being considered for the 2018 Michigan Ballot that could have significant implications for small businesses. The Michigan Paid Sick Leave Initiative (2018) and Michigan...

Recruiting in 2018

Finding the right talent and efficiently filling positions is harder today than ever before.  There are many factors that make this statement true. First, according to the New York Times, the unemployment rate in the US hit a new low...

Marijuana Use in the Workplace

There is no doubt that recreational use of marijuana is on the rise. For example, it’s not uncommon to stop at stoplight, only to be hit by the smell of marijuana wafting into your car. Or when was the last time you went out to enjoy a...

Sage Solutions Group Airs on Michigan Entrepreneur TV

Sherri McDaniel, CEO at Sage Solutions Group completed her second interview in a three-part series focused on Human Resources with Tara Kachaturoff of Michigan Entrepreneur TV. This second interview will air on Tuesday, January 16 at 11:00 am and...

OSHA Required Reporting Deadline- December 15

December 15th is fast approaching and if that date does not mean anything to you, you may need to listen up. OSHA made changes to the required reporting of work related illness and injury for many employers. This enhanced tracking method is...

How Outsourcing HR Services Can Help Your Business

Human Resources encompasses a wide swath of the corporate landscape, and it seems that every firm has its own definition of the department's duties and responsibilities. Many efficiency experts believe that recruitment and employee retention are...
Page: 1234 - All
734-238-3504