clear policy
needed - harassment does not need to be specifically prohibited by
law (such as sexual harassment) in order for an employer to be able
to forbid such conduct - "sexual harassment" includes any
unwelcome conduct of a sexual nature that tends to creates adverse or
hostile working conditions for an employee
education
and training of all employees regarding the policy
it is
especially important for all management and supervisory personnel to
be fully committed to the anti-harassment policy and procedures
essential
in light of 1998 Supreme Court rulings on sexual harassment: to the
greatest extent possible, limit supervisors' authority to adversely
affect the terms and conditions of employment for their subordinates,
i.e., firing, suspension, demotion, pay cuts, adverse changes in
shifts, work locations, or duties, or similar tangible job actions -
make it clear to all employees that the most their supervisors can do
is recommend changes, but that any changes must be approved and
carried out by specifically-designated individuals
prompt
investigation and remedial action - results on a "need to
know" basis - documentation should be maintained in a separate
grievance and investigation file
uniform
application of policy is important
all of the above rules also apply to other forms of harassment that violate discrimination laws, such as racial and religious harassment
