Protecting Your Business
Workplace harassment and discrimination claims can be costly and damaging. This article outlines three essential best practices—strong policies, manager training, and regular employee training—to help businesses prevent issues, reduce legal risk, and build a healthier workplace culture.
Protect Your Business: Anti-Discrimination and Harassment Best Practices
News headlines are frequently filled with stories of businesses facing massive fines and legal repercussions due to workplace discrimination and harassment claims. For a business owner, these situations can be financially devastating and damaging to a company’s reputation. Protecting your business starts with ensuring your employees are treated fairly and that you have the right systems in place to handle issues before they escalate.
To safeguard your organization and your staff, there are three essential steps every employer should take:
1. Create a Robust Employee Handbook
A strong employee handbook is your first line of defense. It should include clear, comprehensive anti-discrimination and anti-harassment policies. Most importantly, it must outline a formal employee complaint procedure. This procedure should provide at least two different routes for an employee to report a concern (for example, reporting to a direct supervisor or an HR representative). This ensures that if the supervisor is the subject of the complaint, the employee still has a safe way to bring the issue to light.
2. Train Your Managers
Mid-level managers are the "front lines" of your company. They are often the first to hear about workplace issues, and if they aren't properly trained on how to respond, their actions (or lack thereof) can lead to significant legal liability for the company. Managers must know exactly how to handle a complaint the moment it is brought to them.
3. Provide Regular, Interactive Training for All Employees
Training should not be a "one and done" event. To maintain a healthy workplace culture, it is best practice to provide live, interactive training every other year for your entire staff. This ensures that every employee understands what constitutes harassment or discrimination and knows exactly what to do if they spot trouble in the workplace.
By being proactive and establishing these clear guidelines, you can protect your business from costly litigation and ensure a respectful, productive environment for your team.
If you have questions about updating your employee handbook or implementing a training program, please contact Employer-Lawyer at (801) 874-4964 or visit www.employer-lawyer.com to learn more.
