Magazine article Personnel Journal

Eight Tips for Coping with Third-Party Sexual Harassment

Magazine article Personnel Journal

Eight Tips for Coping with Third-Party Sexual Harassment

Article excerpt

1. Address third-party harassment in your sexual-harassment policy, making it clear that such harassment is prohibited. Emphasize that employees who experience it should submit complaints, and that these complaints will be investigated like any others. The types of third parties with whom an employee would typically interact should be named, such as suppliers, vendors, customers, clients, independent contractors and the general public.

2. Inform independent contractors and other outside parties (such as leased or temporary employees) that you prohibit sexual harassment at your workplace. Explain what the consequences of harassment are, and what they should do if they experience harassment from someone in your company.

3. Explain to all employees what third-party harassment is in your sexual-harassment training.

4. Investigate allegations of your employees harassing outsiders while performing their jobs.

5. If a or leased employee complains that one of your regular employees has harassed him or her, conduct your own investigation--as opposed to permitting the temporary help or leased employer to conduct the only investigation. …

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