December 08, 2000, 1:24 PM —
THERE'S A LOT MANAGERS should do before and after a sexual harassment problem
smolders in their workplace. Chuck Samel, general manager of Legal Knowledge
Development at Legal Research Network (LRN), a think-tank for legal issues in Los
Angeles, suggests proactive and reactive steps for managers to nip symptoms in the
bud.
1. Set proactive management goals
Companies need to make proactive management a priority from day one. "[One thing
LRN does] is develop education and training materials with the mission of helping
companies to ensure that all workers are legally and ethically aware," Samel
says. "That's the goal the company needs to take on and make a priority."
2. Train your employees
Samel adds that you need to require all employees to be trained soon after they
walk in the door. Monitor that training to make sure the proper courses have been
completed and content mastered. "Then hire HR professionals who will bring the
expertise and experience with guidelines, policies, and procedures to put in place for
all the managers in the company," he says.
3. Adopt and communicate policies
Once you have created those policies under the guidance of HR, you need to adopt
specific policies early, make sure all the policies are understood by employees, and
then enforce them. "Because we perceive a definite need for this at dot-coms, we've
come out with a starter kit: a portal populated with training materials," Samel
says. "The best way a company can prevent these problems is to get materials to
employees."
4. Report and react consistently
If a manager is informed of or observes questionable behavior, he or she should
report it immediately. Depending on your company's policies, managers may have the
responsibility to take action; if not, elevate it to the chain of command put in
place. "You also need to ensure that the complaining employee isn't further harassed,"
Samel says. "Who should supervise and in what circumstances company lawyers or other
personnel should be involved should be part of the company policy or procedure."
5. Take corrective actions
Once you have the discipline wheels in motion, consistent follow-through is vital,
Samel explains. Whether the corrective action is warnings, further monitoring,
counseling, transfer or reassignment, a demotion or pay cut, suspension, or discharge,
it should depend on the severity of the harassment and be clearly outlined in your
policy.
