This communication, in the recommended form of a company policy, should include complaint procedures that are in place in the organization so the offended employee can disclose the harassment to a person with decision making power without fear of reprisal. Training should be provided for all managers and supervisors so they recognize harassment and possess the skills to handle a complaint with sensitivity. Employers should also implement prompt and impartial procedures for investigating complaints. Even better protection is to have the policy signed by each employee, with employer and employee keeping a copy of the acknowledgement. Disciplinary procedures for violation of the policy should also be spelled out, up to and including termination.
Employers now have less wiggle room when it comes to their role in a sexual harassment matter.
A manager can be held responsible for a harasser's actions unless a company has strong policies in place that can be used to separate the company from the harasser. Employees, too, have greater responsibility. They must inform someone with decision-making power. Most employees do not invite sexual harassment or any other type of discrimination. In order for any type of harassment to grip an organization there needs to be an atmosphere that invites it or at the very least, a situation where management turns a deaf ear and a blind eye to it.