Four organizational steps for reducing workplace harassment | Katz Melinger PLLC
Katz Melinger PLLC
Free Initial Phone Consultation
Menu Contact
Free Initial Phone Consultation
Proactive. Pragmatic.
Committed To Obtaining Results.

Four organizational steps for reducing workplace harassment


Businesses place themselves at greater risk by failing to put policies in place regarding sexual harassment. Claims of inappropriate sexual conduct at work, such as those that have been appearing almost daily in the news, often occur or escalate due, in part, to a lack of institutional priorities focused on preventing sexual harassment.

Under the law, employers are required to take seriously and investigate all reported instances of sexual harassment. It is also against the law to retaliate against an employee for filing a sexual harassment claim, regardless of the results of any internal investigation.

As we are reminded every day, however, sexual harassment remains a pervasive problem in the workplace despite existing laws. Below are a few steps every business should take to prohibit sexual harassment at work.

  • Start with senior leadership. Organizations with leaders that take gender equality and sexual harassment seriously suffer less from harassing behavior. Having women in senior leadership roles also reduces the likelihood of sexual harassment throughout the organization.
  • Training. Every employee should undergo anti-sexual harassment training. It is an issue that must be addressed as soon as possible after an employee's start date to ensure that employees know what types of behavior are inappropriate, which steps to take and what resources are available to employees who experience sexual harassment, and that the company will take any such claims seriously.
  • Written policies. The business should have an explicit and clear policy that sexual harassment will not be tolerated in the workplace. Employees should know their rights regarding reporting violations of this policy. The policy should be easily accessible in the employee handbook and posted in a prominent area such as the breakroom.
  • Take everyday precautions. Keep work-sponsored events rated PG. Never laugh at inappropriate jokes. Take all sexual harassment claims seriously. Consider having employees who enter into a relationship sign a consensual agreement form. In all actions, remember that the business's sexual harassment policy is a vital part of the success of the business.

This is not an exhaustive list. If you have questions about your workplace policies, consider obtaining an audit from a law firm with experience in drafting and reviewing employer sexual harassment policies.

No Comments

Leave a comment
Comment Information
Email Us For A Response

Schedule Your Consultation Today

To begin protecting your legal rights and financial interests, schedule an initial consultation. We clearly communicate your legal options in an honest manner.

Contact Katz Melinger PLLC at 212-460-0047 or reach us by filling out the form below.

Bold labels are required.

Contact Information

The use of the Internet or this form for communication with the firm or any individual member of the firm does not establish an attorney-client relationship. Confidential or time-sensitive information should not be sent through this form.


Privacy Policy

Office Address

Katz Melinger PLLC
280 Madison Avenue
Suite 600
New York, NY 10016

Phone: 212-460-0047
Fax: 212-428-6811
New York Law Office Map

Review Us

Can we help you find a topic?