Can a company ignore a sexual harassment complaint?
This is a very risky proposition, especially if there is a history of sexual harassment complaints against the employee. Although it may seem obvious, one thing an employer should not do is ignore a sexual harassment complaint.
What to do if an employee makes a complaint?
It won’t be tolerated; it will be investigated. Provide several different ways in which an employee can make a formal charge or complaint. You will not want to make complaints to the manager or supervisor the employee’s only option as this may be the individual about whom the employee needs to complain.
What’s the best way to respond to sexual harassment?
Instruct the accused not to contact the complainant regarding the complaint, and not to engage in conduct that is—or even might be viewed as—retaliatory. And if the accused violates the instructions (which happens regularly), take action immediately.
Can a company force a woman to confront a harasser?
Regardless of a company’s philosophy on investigations and “working it out”, a company should never force a complainant to confront the harasser unless and until both parties are willing participants.
Can a company handle a sexual harassment complaint?
Having a sexual harassment policy in place doesn’t necessarily mean that employers are fully prepared to handle a complaint.
Can a employer punish an employee for making a complaint?
That means employers cannot punish employees for making discrimination or harassment complaints or participating in workplace investigations.
Instruct the accused not to contact the complainant regarding the complaint, and not to engage in conduct that is—or even might be viewed as—retaliatory. And if the accused violates the instructions (which happens regularly), take action immediately.
What happens when you file a formal complaint?
Once Formal Complaint is filed After your complaint is filed, the agency will send you a letter letting you know it received your complaint. The agency will also review the complaint and decide whether your case should be dismissed for a procedural reason (for example, your claim was filed too late).