Reacting to a harassment complaint as an employer

On Behalf of | Aug 22, 2018 | Employment Litigation |

All employers receive complaints from their employees at some point in time. While complaints might be centered on working hours, working conditions or pay, they can also involve issues such as harassment allegations involving other coworkers.

If you have received a complaint about harassment taking place in your workplace as a Pennsylvania employer, it is important that you take an allegation like this very seriously. If you do not have an adequate process in place, you may find yourself becoming involved in a costly lawsuit unnecessarily. The following are some important tips to help you avoid costly litigation as an employer in Pennsylvania.

Develop a foolproof complaint process

Any complaint of any nature should be given the consideration that it deserves. It is also important for litigation purposes to be able to show that any complaint was fairly and appropriately assessed and that a just action was taken as a result. There should be a company policy in place to show managers what exact steps they should take if they receive a complaint from an employee.

Train managers and make them aware of retaliation laws

Employees are protected from retaliation relating to a complaint that they made, especially when the complaint that they made was about harassment. Therefore, it is important to educate all managers about how the law works and the type of behavior that is unacceptable.

If you are concerned about costly and time-consuming employment litigation as an employer in the state of Pennsylvania, it is important that you take the time to develop effective strategies in preventing litigation.