Abusive or intimidating behavior toward employees
Remember, too, that your state's law may require you to have a sexual harassment policy.
Any harassment policy should contain: As with other complex policies, it is important to define exactly what type of conduct it is that is unacceptable and prohibited.
You must also be concerned with preventing harassment because you can sometimes be sued in state courts, depending on your state's anti-discrimination laws.
Therefore, take steps to prevent and deal with sexual and other types of harassment in your workplace because as an employer, you may be held liable for your own acts of harassment that affect employees in the workplace, as well as the acts of your managers, employees, and even harassment by customers, suppliers, and others who regularly do business with you.
If an employee complains that a customer is making unwelcome sexual advances, you are obligated to tell the customer to stop.
Harassment can also occur if conduct is directed toward a person's relatives, friends, or associates.The reasonable person standard includes consideration of the perspective of persons of the same race, color, religion, gender, national origin, age, or disability as the harassment victim.For example, if a female employee complains of harassment, make sure in applying this test that you take the perspective of a woman, not a man.To determine whether sexual conduct in the workplace amounts to sexual harassment, distinctions must be made between sexual advances that are: Sexual favoritism can give rise to complaints of sexual harassment.If one employee is granted a promotion in return for sexual favors, other male and female coworkers can allege sexual harassment by showing that they were denied an equal opportunity for promotion because of the improper sexual conduct.