Preventing Sexual Harassment Claims

December 05, 2017
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Unfortunately, we are continuing to see more and more high-profile cases of sexual harassment in today’s news. Many of these cases are drawing attention due to the harassment taking place in the entertainment and media industries as well as politicians.

As bad as many of these cases are, it is a reminder to all businesses and institutions of their responsibility to denounce sexual harassment in their workplaces, enforce the policies and procedures that are already in place when a situation happens, and to review those policies frequently with employees.

A report from the Equal Employment Opportunity Commission’s (EEOC) website highlight’s five core principles that have proven effective in stopping harassment from occurring in the workplace.

5 Core Principles to Prevent Sexual Harassment

Committed and engaged leadership

  • Total commitment of management
  • Thorough training of supervisors

Consistent and demonstrated accountability

  • From Top to Bottom
  • No “special rules”

Strong and comprehensive harassment policies

  • Easy to understand
  • Applies to EVERYONE

Trusted and accessible complaint procedures

  • Who to tell
  • What to do
  • Investigation procedures

Regular, interactive training tailored to the audience and organization

  • Train, train, train
  • Tailored to your workplace

Being proactive is the most constructive approach for any business to prevent sexual harassment. Denying and ignoring this issue is not a good idea. Maybe now is a good time to review your current policies and procedures. If so, give us a call and we will be glad to assist your company.

If your company does not have an Employment Practices Liability Insurance (EPLI) policy, we can help get you coverage, if you do have an EPLI policy, let’s sit down and review the policy. EPLI policies are NOT standard policies, in that each one can cover or exclude different exposures.

Let's start working together today, call us at 806.763.7311 to schedule an onsite consultation.

To view link to entire EEOC article-

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