You can easily implement this in your own business

Long before the #MeToo movement, we have inspired thousands of successful companies with a proper and meaningful harassment policies built into our Employee Manual Builder software template, enabling them to treat their people fairly, properly train their supervisors at all levels, and minimize unnecessary drama and issues. Now, more than ever, you need to implement these policies and practice what they preach. It’s easy enough to do and here are the exact steps to follow.

(Timely reporting seems to be a key issue…
This is the reporting procedure excerpted from Employee Manual Builder — You’ll find access to the rest of the policies below):

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Reporting Harassment

While [[COMPANYNAME]] encourages you to communicate directly with the alleged harasser, and make it clear that the harasser’s behavior is unacceptable, offensive or inappropriate, it is not required that you do so. It is essential, however, to notify our [[HR Manager]] immediately even if you are not sure the offending behavior is considered harassment.

• Link to Medium: A Step-by-Step Guide to Documenting Sexual Harassment
• What to know about collecting evidence, whether you’re a victim or a bystander

Any incidents of harassment must be immediately reported to a manager or other management representative. Appropriate investigation and disciplinary action will be taken. All reports will be promptly investigated with due regard for the privacy of everyone involved. However, confidentiality cannot be guaranteed. Any employee found to have harassed a fellow employee or subordinate will be subject to severe disciplinary action up to and including termination. [[COMPANYNAME]] will also take any additional action necessary to appropriately remedy the situation.

Complaint Procedure

[[COMPANYNAME]] wants every individual to know that the following procedures exist to report any harassment. These procedures should be followed whenever an individual believes that he or she has been the subject of harassment or observes or has knowledge of a violation of [[COMPANYNAME]]’s policy on harassment. Particularly, anyone in a management position who observes or has knowledge of a violation of the [[COMPANYNAME]]’s anti-harassment policy (whether or not a complaint has been filed) has an obligation to report the situation to the [[HR Manager]].

• Report the incident or conduct in question promptly to your manager. The complaint may be verbal or written. If you are uncomfortable discussing the matter with your manager you may report the incident or conduct to the CEO or the [[HR Manager]].
• You should also feel free to report the incident or conduct even if in the past it was not reported, or if you have taken some time to decide to make the complaint.

If [[COMPANYNAME]] determines that prohibited harassment has occurred; [[COMPANYNAME]] will take effective remedial action commensurate with the circumstances. Appropriate action will also be taken to deter any future harassment. If a complaint of prohibited harassment is substantiated, appropriate disciplinary action, up to and including discharge, will be taken. Confidentiality for all parties involved will be respected to the utmost extent possible. [[COMPANYNAME]] policy also prohibits retaliation against individuals who in good faith have filed complaints of harassment, even if insufficient evidence is found to support the complaint.

[[COMPANYNAME]] will investigate any complaint of sexual harassment and will take immediate and appropriate disciplinary action if sexual harassment has been found within the workplace.

Retaliation of any sort will not be permitted. [[COMPANYNAME]] prohibits any employee from retaliating in any way against anyone who has raised any concern about sexual harassment or discrimination against another individual. No adverse employment action will be taken for any employee making a good faith report of alleged harassment.

External Agencies

In addition to [[COMPANYNAME]]’s policy regarding unlawful harassment in the workplace, the law provides that all employees have the right to file a charge or complaint with the Equal Opportunity Employment Commission (“EEOC”), the federal agency charged with the enforcement of federal laws protecting employees against unlawful discrimination.

How to Create an In-House HR Function

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