Cheryl Lynn Dratler and Charlotte King
Resource Innovations Incorporated
What’s positive about sexual harassment? Nothing. It
happens, it’s wrong, it impedes employee productivity, and if left
unchecked, can become a serious liability for any company. With
all the responsibilities small business owners have to deal with to
run a business, what do they really need to know - - and why?
Why is the simpler answer – to protect their investment
and to grow their business without expenditure of time, effort
and resources dealing with issues that could have been prevented
or resolved. The most important thing to know is what steps
protect employees and employers alike from the ill-effects of hostile
work environment, supervisory harassment (quid pro quo), and retaliation.
An anti-harassment policy is the first defense. It
defines clearly what harassment is (often covering other forms
of harassment, too). It states, as other company policies, what
behaviors are inappropriate and will not be tolerated by the company.
It also provides a process for employees and managers to
follow to stop inappropriate behavior.
Training for supervisors, managers and employees
starts everyone on the same page. It positions the company to
hold each employee responsible for his or her part in preventing
or resolving inappropriate situations. Employees are becoming
more educated (sometimes miseducated).
Handling complaints early and seriously, no matter
how small, is critical to resolution. Consistency is key.
Resource Innovations Incorporated provides training and
employee relations consulting to Southwest Florida businesses.
Charlotte or Cheryl Lynn can be reached at 239-936-3903
