According to Title V11 of the Civil Rights Act of 1964, sexual harassment is a form of discrimination.
When an employee makes a complaint of experiencing sexual harassment in any way, it is extremely serious. The employer has a legal, ethical, and employee relations obligation to thoroughly investigate the charges. Not only that, it is their responsibility to find out per quid pro quo. Also, the damage to the organization is much greater than that of the dollar losses of court cases. If the employee feels unsafe, he/she will feel anxiety, lack of trust, fear, and other such problems that come up when harassment is an issue. As such, an employer’s actions can send powerful signals about what another employee can expect in similar circumstances.
It is because of this that each organization should have policies on these three;
1. General harassment
2. Sexual harassment
3. How harassment investigations are conducted
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