Employers should provide a mechanism for addressing sexual harassment in a confidential and sensitive manner after a grievance has been filed. In addition, to illustrate and explain the policy, your practice should conduct sexual harassment training for supervisors, managers and their subordinates. Brief top managers about these sensitive issues orally to avoid including them in a document that might be discoverable in litigation. Or, talk to your union steward, staff representative or one of your local union officers to find out if there is language in your collective bargaining agreement that may help, and file a grievance. Permission is granted to use this material for non-commercial purposes.
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In the United States, Canada and in some European Union Member States, employers are responsible for providing their employees with a work environment that does not discriminate and is free of harassment. A sample harassment policy from the authors The XYZ medical group is committed to providing and maintaining a workplace free of any type of harassment, including harassment on the basis of an individual's race, color, ethnicity, national origin, age, religion, gender, sexual orientation or other legally protected characteristics. The U. On June 18, , the EEOC issued guidelines that clarified vicarious employer liability for supervisory harassment. Smith fondle the complainant? Earn up to 6 CME credits per issue.
