Sexual harassment tips for the HR Pro starts with the definition of Sexual Harassment. Sexual harassment occurs when an employee makes sexual comments or advances that are not welcomed by another employee. This can include requests for sexual favors, continued sexual propositions, as well as other verbal or physical actions that are sexual in nature and done against another employee’s wishes.
As a rule of thumb, any acts of sexual harassment that negatively affects an employee’s performance, advancement, comfort and safety at work must be taken seriously. This can include repeated requests for dates, offensive jokes or gestures, offensive images or words that others will see on clothing or in the form of posters or graphics, unwanted touching or bodily contact, blocking or restricting an employee’s movement, unwelcome flirting or sexual comments, and even playing sexually suggestive music.
An HR Professional must be mindful that employees will have varying degrees of tolerance. You must be biased and non-judgemental when dealing with concerns and complaints.
Above all else, employees need to understand that they have an obligation to report sexual harassment concerns to their supervisor or the Human Resources office.
If you want additional sexual harassment tips, or need help creating your sexual harassment investigation procedure, The HR SOURCE would love to help. We provide a service called “HR on Call” which acts as an extension to your HR team by providing access to one of our seasoned human resource professionals. Contact us to find out more.
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