Embed Size (px)
Citation preview
© Trupp HR, Inc.
Presented by Audra Hedberg
Handling Harassment Complaints + Mitigating Risk
© Trupp HR, Inc.© Trupp HR, Inc.
The information provided in this webinar is for informational purposes
only and not for the purpose of providing legal advice. Please contact
an attorney to obtain a legal opinion on any of the topics we covered.
About Trüpp
Trüpp frames our deep understanding of employment best
practices and regulatory requirements with a commitment to
optimizing our clients’ business success and prioritizing an approach
that embraces the unique culture and needs of those we serve.
Trüpp has been ranked as one of Oregon & SW Washington’s 100
Fastest Growing Private Companies.
© Trupp HR, Inc.© Trupp HR, Inc.
Audra Hedberg
In her role at Trüpp, Audra contributes as an HR
Compliance Consultant—focusing her efforts on advising
clients on regulatory compliance matters, authoring
employment policies and handbooks, and contributing to
client consulting activities. She has a passion for
compliance and enjoys providing guidance under various
federal and multi-state employment laws in a relaxed style
which is easy to understand.
Jean Roque
As the Founder and President of Trüpp, Jean has a
passion for contributing to, and furthering the success
of growing organizations. Her straightforward yet
strategic approach focuses on delivering HR services
that are tailored to the unique needs, risks, and business
objectives of each organization while removing the
complexity often associated with the HR function.
© Trupp HR, Inc.
Current Climate
MEDIAATTENTION
LAWSUITS UP 50% COMPLAINTS UP 13%
VICTIMS TAKING ACTION
© Trupp HR, Inc.
What is Harassment?
• Can occur with employees, independent contractors, vendors or customers
• Harassment can include “sexual harassment” or unwelcome sexual advances, sexual based comments and other verbal or physical harassment of a sexual nature
• Harassment does not have to be of a sexual nature, however, and can include offensive remarks about a person’s gender or other protected class
• Both victim and the harasser can be either a woman or a man, and the victim and harasser can be the same sex
© Trupp HR, Inc.
© Trupp HR, Inc.
Why Does it Matter?
• It’s Your Brand
• Employee Morale
• Higher Productivity Results in a Strong Bottom Line
• Turnover + Retention
• Reduced Costs
© Trupp HR, Inc.
© Trupp HR, Inc.
Handling Employee Complaints
•Ensure investigation is started promptly
•Thorough and impartial
•Do not promise confidentiality
•Look at leave for alleged harasser
•Do not transfer the complainant
•Interview alleged harasser
•Interview witnesses and those who have relevant information
© Trupp HR, Inc.
Handling Employee Complaints
•Ponderance of evidence
•Have 3rd party review or conduct interviews
•Do not make legal conclusions
•Take necessary action, as appropriate
•Put measures into place, as needed mitigating
© Trupp HR, Inc.
© Trupp HR, Inc.
Manager + Supervisor Responsibilities
• Model inclusive and respectful culture
• Be approachable and unbiased
• Hold those accountable
• Must stop harassing behavior right away
• Must report the behavior
© Trupp HR, Inc.
Culture
• Create an environment
where employees feel
free to raise concerns
• Employees are
confident concerns will
be addressed
© Trupp HR, Inc.
© Trupp HR, Inc.
• Go beyond the legal standards
• Focus on the right thing to do
• Educate and get leadership buy in
• Embrace a culture of anti-harassment
• Promote respect and fairness
Don’t Just Check the Box
© Trupp HR, Inc.
Creating a Respectful Culture
• Prevention is your best tool
• Clear communication that harassment will not be tolerated
• Effective reporting process
• Training
• Open door policy
• Timely handling of complaints
© Trupp HR, Inc.
Anti-Harassment Training
• Leadership to drive
• Conduct at least annually and reinforce as needed
• Provided to all employees
• Use clear, simple to understand style understand style and format
• Update content as needed and at least annually
© Trupp HR, Inc.
EEOC Task Force
• Committed and engaged leadership
• Consistent and demonstrated accountability
• Strong and comprehensive harassment policies
• Trusted and accessible complaint procedures
• Regular, tailored, interactive training
© Trupp HR, Inc.
Your Checklist
✓Get leadership on board ✓Work towards building a
culture of respectful and inclusive in your workplace
✓Update and clearly communicate your anti-harassment policies and procedures for reporting
✓Train all employees on anti-harassment
✓ Investigate complaints and address timely
© Trupp HR, Inc.
