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Harassment Q&As

• What do I do about harassment complaints if the conduct occurred after work hours and the employee doesn’t want to file a “formal” complaint?
• If my business has a Halloween costume day, and someone comes to work in something inappropriate, how do I handle the situation?
• Can I be liable if my employee is being sexually harassed by a non-employee, such as a customer or client, or delivery person?
• Are we required to provide sexual harassment prevention training to a 15 year old employee, even if he’ll be working only during the upcoming holiday season?
• Do I have to investigate every claim of harassment?
• How do I handle a situation where an employee complains about harassment by a supervisor because of the employee’s job assignments and workload?
• Who is liable for sexual harassment? The employer? The supervisor? The harassing employee?
• What laws require sexual harassment prevention training?
• Am I required to investigate a claim of “hostile work environment” because of abusive conduct even if no sexual harassment is involved?
• Is there a required poster and/or pamphlet about sexual harassment?
• Can a supervisor or manager be personally liable for discrimination?
• Am I required to have a sexual harassment policy and distribute it to employees?
• What if an employee says the gender identity section of the harassment prevention training is against their religion?
• If there is a claim of sexual harassment by one of my employees, can I interview the alleged harasser?
• How do I know if something an employee says or does actually constitutes sexual harassment?
• What if an employee complains of sexual assault and/or rape by someone at work?
• What if an employee tells you that they are being sexually harassed but does not want you to do anything?
• Does the employee who is being harassed have to tell the harasser to stop before they can file a claim or lawsuit?
• What if an employee who complains requests that their name be held confidential in any subsequent investigation?