Promising Practices for Preventing Harassment
Published by U.S. Equal Employment Opportunity Commission. Jurisdiction US.
Exactly what this source supports
These are the only claims this record is used to carry anywhere in the library.
A harassment policy should be comprehensive, easy to understand, and regularly communicated to all employees.
claim eeoc-promising-practices-preventing-harassment#c1The policy should be written and communicated in a clear, easy to understand style and format.
claim eeoc-promising-practices-preventing-harassment#c2The policy should be provided to employees upon hire and during harassment trainings, and posted centrally.
claim eeoc-promising-practices-preventing-harassment#c3A harassment complaint system should provide multiple avenues of complaint, if possible, including an avenue to report complaints regarding senior leaders.
claim eeoc-promising-practices-preventing-harassment#c4The complaint system should be fully resourced and accessible to all employees.
claim eeoc-promising-practices-preventing-harassment#c5Training should be repeated and reinforced regularly and delivered to employees at every level and location of the organization.
claim eeoc-promising-practices-preventing-harassment#c6Supervisors and managers warrant additional training beyond the training given to other employees.
claim eeoc-promising-practices-preventing-harassment#c7These are described as promising practices rather than strict legal requirements under federal law.
claim eeoc-promising-practices-preventing-harassment#c8The policy should include an easy to understand description of prohibited conduct, including examples.
claim eeoc-promising-practices-preventing-harassment#c9The policy should include an unequivocal statement that retaliation is prohibited, and that individuals who report harassing conduct, participate in investigations, or take any other actions protected under federal employment discrimination laws will not be subjected to retaliation.
claim eeoc-promising-practices-preventing-harassment#c10The policy should include a description of the organization's harassment complaint system, including multiple (if possible), easily accessible reporting avenues.
claim eeoc-promising-practices-preventing-harassment#c11The policy should include a statement that the employer will provide a prompt, impartial, and thorough investigation.
claim eeoc-promising-practices-preventing-harassment#c12The policy should include a statement that the identity of individuals who report harassment, alleged victims, witnesses, and alleged harassers will be kept confidential to the extent possible and permitted by law, consistent with a thorough and impartial investigation.
claim eeoc-promising-practices-preventing-harassment#c13The policy should include an assurance that the organization will take immediate and proportionate corrective action if it determines that harassment has occurred.
claim eeoc-promising-practices-preventing-harassment#c14Effective written policies are written and communicated in a clear, easy to understand style and format.
claim eeoc-promising-practices-preventing-harassment#c15Effective written policies are provided to employees upon hire and during harassment trainings, and posted centrally, such as on the company's internal website, in the company handbook, near employee time clocks, in employee break rooms, and in other commonly used areas or locations.
claim eeoc-promising-practices-preventing-harassment#c16An effective harassment complaint system is fully resourced, enabling the organization to respond promptly, thoroughly, and effectively to complaints.
claim eeoc-promising-practices-preventing-harassment#c17An effective harassment complaint system provides multiple avenues of complaint, if possible, including an avenue to report complaints regarding senior leaders.
claim eeoc-promising-practices-preventing-harassment#c18An effective harassment complaint system provides prompt, thorough, and neutral investigations.
claim eeoc-promising-practices-preventing-harassment#c19The personnel responsible for the complaint system are well-trained, objective, and neutral, and have the authority, independence, and resources required to receive, investigate, and resolve complaints appropriately.
claim eeoc-promising-practices-preventing-harassment#c20Responsible personnel should appropriately document every complaint, from initial intake to investigation to resolution, and prepare a written report documenting the investigation, findings, recommendations, and disciplinary action imposed (if any), and corrective and preventative action taken (if any).
claim eeoc-promising-practices-preventing-harassment#c21Training should be repeated and reinforced regularly, and provided to employees at every level and location of the organization.
claim eeoc-promising-practices-preventing-harassment#c22Because supervisors and managers have additional responsibilities, they may benefit from additional training.
claim eeoc-promising-practices-preventing-harassment#c23Effective training for supervisors and managers includes information about how to prevent, identify, stop, report, and correct harassment, clear instructions about how to report harassment up the chain of command, an unequivocal statement that retaliation is prohibited, and explanations of the consequences of failing to fulfill their responsibilities related to harassment and retaliation.
claim eeoc-promising-practices-preventing-harassment#c24Although these practices are not legal requirements under federal employment discrimination laws, they may enhance employers' compliance efforts.
claim eeoc-promising-practices-preventing-harassment#c25
Each claim above has its own address. Link to a single claim with/sources/eeoc-promising-practices-preventing-harassment#c1, and read the same list with its identifiers, checksums and dates at eeoc-promising-practices-preventing-harassment.json. A checksum lets you tell whether a claim you cited still says what it said.