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[Video] What Managers Need to Know about Workplace Harassment

Human Resources
Video
06/20/2018

Are your managers and supervisors up-to-speed on best practices for promoting a safe work environment, and handling a harassment claim if one were to come up? Your state may even have training requirements specifically on workplace harassment. Watch below as Julie Williams, Paychex HR consultant, explains more. 

Full transcript:

Workplace harassment is a serious matter that can affect not only the victim, but also the business. You can prevent workplace harassment and potentially protect your business from costly litigation. You can do this by being trained in provisions that prohibit harassment in the workplace, understanding appropriate actions to prevent and remedy misconduct, and reporting and addressing harassment in the workplace.

There are ways to minimize liability and harassment claims including:

  • Having effective, strongly worded policy;
  • Regularly distributing a copy of the company's no-harassment policy; and
  • Providing training for all employees.

Addressing any questionable workplace behavior and maintaining an open-door policy where employees can come forward with concerns, is also critical. Take all complaints seriously and conduct prompt, thorough, and objective investigations. Make sure you comply with state and federal labor posting notice requirements.

Employers need to know which states require them to conduct harassment training for managers. For example, California, Connecticut, and Maine impose their own training requirements.

You have an obligation to support your company's harassment prevention program, but this involves more than just support for the policy. Be proactive in creating an environment where people feel respected, comfortable, and free from harassment or discrimination. In other words, a place where employees want to come to work.

This website contains articles posted for informational and educational value. Paychex is not responsible for information contained within any of these materials. Any opinions expressed within materials are not necessarily the opinion of, or supported by, Paychex. The information in these materials should not be considered legal or accounting advice, and it should not substitute for legal, accounting, and other professional advice where the facts and circumstances warrant.
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