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What to tell your supervisors and employees about potentially risky "sexual" behavior...
President
Employers of America
With sexual harassment in all the news reports, now is a perfect time to give a simple, direct written guideline to your staff and employees about conduct to avoid or stop...to avert any appearance of sexual harassment in your workplace.
There probably are few male bosses who haven't had at least one thought along this line: "What would my defense be if a female employee or former employee - especially one I fired - made a sex-related accusation against me?"
And there probably are few employers today who haven't thought at least once: "What will my defense be if one of my supervisors is sexually harassing an employee, and I don't learn about it until a lawsuit is filed against us?"
[Note: With the 1998 U.S. Supreme Court decision in the same-sex sexual harassment case involving a Louisiana oil rig worker...remind your people that sexual harassment can involve unwanted female-to-male, male-to-male, and female-to-female activity in addition to the traditional and far more common male-to-female activity.]
So, what can you tell your staff and employees about what not to do, to avoid even the appearance of sexual harassment? How does a person know if innocent behavior is going to be interpreted by a fellow-employee as sexual harassment? Is it risky to repeat at work a sexual pun heard the night before on TV? Is it risky to tease a co-worker about his or her love life? Is it risky to grab and slap like the jocks do in the locker room?
Give you supervisors and managers the skills and tools to protect themselves and your organization from sexual harassment lawsuits and other employee-related problems and lawsuits. Result: Less risk to your organization. Less stress for you and for your supervisors. You increase your protection by reducing the chances that supervisors' mistakes and misstatements could lead to sexual harassment and other legal actions.
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