If you do, then, be careful, this is a danger zone. 

Is Your Harassment Policy Updated?

The Supreme Court in June 1998, ruled that the employer can be held responsible for the sexual harassing misconduct of their supervisors, unless the employer exercised reasonable care to promptly prevent or correct any sexually harassing behavior.

ANTI-HARASSING POLICIES 

• A written Company policy on discrimination and harassment, including sexual harassment needs to be implemented.

TRAINING 

• All of your personnel should be taught to understand and how to comply with your harassment policy.

COMMUNICATION 

• Disseminate your policy to your employees. Not educating your employees regarding the policy is the same as not having one.

INVESTIGATION 

• Any time an employee says he or she is being harassed, take the complaint seriously and investigate it immediately.

PREVENT RETALIATION 

• Make sure not to allow retaliation against the employee/s who makes the complaint.

FOLLOW-UP PROCEDURES 

• After the investigation is completed, stress the importance of mutual respect and stipulate that harassing behavior will not be tolerated. 

If you are an employer and have more than 15 employees in your company (1 in California), you'll be wise to follow the above procedures, before it is too late.