Blog > The Importance of Anti-Retaliation Procedures
As many as 70 percent of women and 45 percent of men have experienced some form of sexual harassment in the workplace. Many of these incidents go unreported. How can you, as an employer, promote a safe and transparent work environment for your staff?
Of course, when possible, an organization should first take measures to prevent workplace harassment. Aside from the obvious advantages of protecting your employees by providing a safe environment, the benefits of prevention include avoiding the costly implications associated with these claims, such as the costs of lawyer fees & government investigations. While prevention is always the ideal outcome, some situations are unfortunately unavoidable.
In situations in which Sexual Harassment cannot be prevented, there are many procedures that can be put in place to protect both the employees and the employer. One important but often undervalued practice is a anti-retaliation policy. These policies encourage reporting so that misconduct can be promptly addressed by management.
In 2016, there were a total of 42,018 retaliation charges filed.
Now that you understand what retaliation entails, consider specific situations that warrant special protection from these unjust employment practices.
As you can see, your retaliation policy is not just limited to Sexual Harassment, but given recent events, it is important to evaluate your organization’s preparedness within this context.
For more information about Sexual Harassment Policies and Anti-Retaliatory procedures, please contact email@example.com or visit: https://www.eeoc.gov/laws/types/retaliation.cfm.< Back to posts