The Importance of Anti-Retaliation Procedures
Did you know?
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.
Did you know?
In 2016, there were a total of 42,018 retaliation charges filed.
Can you answer the following?
- Do you have a retaliation policy in place?
If so, does your policy include the following?
- Explicitly state that your company will not tolerate any form of retaliation
- Specify different employment actions that exhibit retaliation
- Provide disciplinary action for those who violate the policy
There are many forms of retaliatory action. These actions tend to have an underlying intent to:
- Terminate employment
- Reduce benefits
- Decrease wages
- Induce biased performance reviews
- Assail one’s character
Now that you understand what retaliation entails, consider specific situations that warrant special protection from these unjust employment practices.
Situations include, but are not limited to:
- Internal complaints and/or formal lawsuits
- Whistleblower accusations
- Request for particular leave of absence
- Assistance in a pending investigation
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 us today or visit: https://www.eeoc.gov/laws/types/retaliation.cfm.