policy on the issue. It’s only an initial step, but it’s an important
one.
A good policy should contain:
■■ A definition of sexual harassment and some examples of
harassing behaviour
■■ Details about how an employee can make a complaint
■■ Information on how an investigation will be conducted
■■ Potential consequences of harassing behaviour
■■ Assurances that employees will not face reprisals for making a
genuine harassment complaint
Ideally, a policy helps to instill the sense that an employer has
an employee’s back.
“Having a policy in place should provide reassurance to someone
who has been harassed that they’ll be treated with respect,
that the content of the investigation will be kept confidential and
that there’s a fair process,” said Stehr.
Organizations also need to establish a procedure to follow in
case of an incident or a complaint.
“Any time that a sexual harassment complaint comes up, it has
to be taken seriously,” said Stehr. “If it’s not addressed in an appropriate
way, an employer could find themselves liable for significant
damages.”
Any procedure should include steps to take to determine if a
complaint is well founded, how to undertake an internal investigation
or oversee an external one, and a way to resolve the complaint.
cover feature
“INFORMATION ABOUT
SEXUAL HARASSMENT
DOESN’T ALWAYS
COME GIFT-WRAPPED
IN A PERFECTLY
COMPLETED
HARASSMENT FORM.
… I THINK THAT’S
A BIG LEARNING
FOR HR – NOT TO
IGNORE INFORMATION
THAT COMES
THROUGH IN A NONTRADITIONAL
WAY.”
– CHRISTINE THOMLINSON,
RUBIN THOMLINSON, LLP
SAVE 40% on select titles
from McGraw-Hill Education!
View all titles available and sign up for our newsletter at: www.mheducation.ca/hrpa
22 ❚ OCTOBER 2015 ❚ HR PROFESSIONAL