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  Sexual Harassment Training and Prevention


 

Sexual Harassment Training and Prevention

 

Continued from page five

“Love Contracts” for consensual relationships

Sounds silly at first glance but take a deeper look as these so-called “Love Contracts” might just be something your company can use.

It’s a cold, hard reality that relationships go sour, including those between Executives and subordinates, and many of these relationships, when ended, are used as a springboard for a sexual harassment lawsuit.

The Executive ends the relationship, the subordinate is unhappy about it and cries “sexual harassment”, stating he/she felt his/her job would be in jeopardy if he/she didn’t consent to the relationship with his/her superior.

Or, the subordinate claims to have wanted to end the relationship but felt that his/her continued employment would be in jeopardy if he/she ended the relationship and therefore kept the relationship going unwillingly.

Somewhat like a “prenuptial agreement” that protects one fiancé or the other, a “love contract” is designed to protect the Executive and his/her company from false claims of sexual harassment made by a subordinate who was actually consensually involved.

The “love contract”, typically issued to the subordinate employee by the Executive, will typically state that the relationship is voluntary and wanted by both parties. It will, again typically, state the existence of the company’s harassment policy and that the Executive will not allow the relationship, or the ending of it, to influence his/her decisions in regards to the subordinate’s employment.

The contract will usually affirm that both parties will use the company’s sexual harassment procedures should a problem arise and, should a work-related dispute erupt both parties agree to resolve their differences through methods other than court, such as arbitration and/or other methods.

While it may not be certain whether or not these contracts would be enforceable in a court of law, it couldn’t hurt to be able to show the judge the employee’s signature indicating that the relationship is/was consensual.

Inappropriate and/or offensive emails

Pornographic email is on the rise (pardon the pun ;). Have you or your employees received pornographic email at work? Have you taken steps, such as installing filtering software, to stop these emails from arriving in your employee’s email?

If you don’t do enough to halt this type of email you could be perceived as “not caring” and therefore guilty of allowing your employee(s) to be sexually harassed.

As part of your sexual harassment and electronic communications, think about adding a section that clearly states that employees are to use the computers for company business only and that any employee using a computer to view pornographic materials will be disciplined.

In addition, install software that will filter email and isolate/delete pornographic messages so that they do not arrive in your employee’s email.

Next: Some questions to consider

 

 

All pages in our Sexual Harassment Discrimination series:

Page 1: What is Sexual Harassment?
Page 2: Avoiding Sexual Harassment Lawsuits
Page 3: Compliance With Your State's Sexual Harassment Laws
Page 4: Institute a Sexual Harassment Training and Education Program
Page 5: Set Up an Official Complaint Procedure & Make It Part of the Contract
Page 6: Love Contracts & Pornographic Spam Email for Your Employees
Page 7: Questions and Suggestions About Sexual Harassment Discrimination

 

 

 

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