Smart Benefits: It’s Time to Review Your Harassment Prevention Policies

Rob Calise, GoLocalProv Business/Health Expert

Smart Benefits: It’s Time to Review Your Harassment Prevention Policies

With harassment in the headlines almost daily, now’s a good time for companies to assess their workplace policies to ensure they’re prepared to effectively handle any situations that may arise.

Sexual Harassment Defined

According to the US Equal Employment Opportunity Commission (EEOC), it’s unlawful to harass a person (applicant or employee) because of their sex. Harassment can be of a sexual nature, such as unwelcome sexual advances or requests for sexual favors, as well as non-sexual, like offensive remarks about a person’s sex. Harassment, which can be inflicted by either employees or non-employees, is illegal when the behavior is so frequent or severe that it creates a hostile work environment.

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Prevention is the Best Tool

The EEOC encourages employers to take several steps to prevent sexual harassment from occurring. First, employers should establish and clearly communicate to employees a zero-tolerance policy for harassment, and hold those who engage in harassment responsible. Organizations should also hold training for managers, supervisors, and employees that includes examples tailored to the workplace. Lastly, companies should establish an effective and complaint or grievance process, and take immediate action if any employee complains.

Creating a Culture of Safety

Harassment not only affects the victims of the behavior but also the company as a whole by negatively impacting its productivity, reputation, and retention. That’s why leadership should strive to create a workplace culture in which harassment is not tolerated. To accomplish this, leaders should seek to promote respect and civility in the workplace, empower employees with tools they can use when they witness harassment, and give the necessary time and resources to anti-harassment efforts to reinforce their commitment.

For more suggestions on preventing harassment in the workplace, consider the EEOC’s checklists here.

Rob Calise is the Managing Director, Employee Benefits of The Hilb Group of New England, where he helps clients control the costs of employee benefits by focusing on consumer-driven strategies and on how to best utilize the tax savings tools the government provides. Rob serves as Chairman of the Board of United Benefit Advisors, and is a board member of the Blue Cross & Blue Shield of RI Broker Advisory Board, United HealthCare of New England Broker Advisory Board and Rhode Island Business Healthcare Advisors Council. He is also a member of the National Association of Health Underwriters (NAHU), American Health Insurance Association (AHIA) and the Employers Council on Flexible Compensation (ECFC), as well as various human resource associations. Rob is a graduate of Bryant University with a BS in Finance.   

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