Anti-Harassment Laws

Following the above is a lengthy set of examples and other conditions that make up the federal Equal Employment Opportunity Commission's (EEOC) definition of sexual harassment. And that's just the start.

Atop Title VII of the Civil Rights Act of 1964, the main federal law from which all other anti-harassment law flows, there are state laws, as well. The letter of these laws matters most, but beyond that, the rule of thumb in avoiding an unfavorable harassment verdict is "reasonable care," says the U.S. Supreme Court. The more you do to prevent and, when necessary, address harassment in your workplace, the better you can prove that you took reasonable care to prevent it. You should know that:

1. Employers may be liable for sexual harassment damages even when they were unaware that harassment was taking place.
2. Many states mandate sexual harassment but even if your state does not, getting your employees (especially supervisors) trained makes for good "reasonable care."
3. Laws surrounding sexual harassment overlap and relate to other anti-discrimination and "hostile workplace" regulations, including those covering harassment and/or unfair treatment based on race, age, disability or national origin. Your sexual harassment policy is one brick in your anti-discrimination wall.

Know the requirements

Investigate federal requirements for wording, posting and distribution of anti-harassment information and related rules, but note that each state has its own additional regulations. Laws also may vary by company size.
Try: Visit LawGuru's sexual harassment FAQ for an overview of federal requirements and best practices and consult your state government's labor department and peruse labor law blogs to learn more about what's required in your state. For recent court decisions regarding harassment, visit The Employment Law Information Network.

Get the training

Starting in January, 2006, all California businesses with 50 or more employees must deliver a two-hour sexual harassment training, adding California to the list of 21 states now requiring some form of sexual harassment training.
Try: See Global Compliance for a chart of state training requirements. Most state training requirements can be fulfilled by online training -- Workplace Answers and Brightline Compliance are two suppliers. Some states, such as New York, offer free online training.

Develop your company policy

The details take careful writing, but the message of a policy is simple: zero tolerance. The policy should include steps for filing complaints.
Try: Find written policies you can customize at Sexualharassmentpolicy.com and Personnel Policy Service. The EEOC offers a detailed guide to writing a small-business policy. When you have a draft ready, find a local labor and employment attorney at LawInfo to review your policy and recommend additions or amendments.

Communicate! Communicate! Communicate!

Reasonable care includes doing everything possible to spread the message about your company's zero-tolerance policy.
Try: You can purchase posters at the Labor Law Center (or create your own) based on EEOC regulations, for posting in areas frequented by employees and job applicants. These posters summarize anti-harassment law and give employees specific instructions for identifying harassment and filing complaints. Any other ways you reinforce the message will also demonstrate reasonable care; for example, try giving your managers the easy-to-follow "Dos & Don'ts Guide" from Sexualharassmentpolicy.com.

• Live up to your policy. Monitor the behavior of your workers and supervisors. Upon observing or hearing about unacceptable behavior, or upon receiving a complaint, follow the stated policy to the letter.
• Litigants may be able to review company email and other communications that may contain information relevant to a harassment suit. Monitoring communication for unacceptable behavior is as important as monitoring workplace behavior.
• If you post a generic anti-harassment poster, alongside it post a summary of company-specific policy information and your "zero-tolerance" message.