The state of Idaho forbids workplace harassment and discrimination based on age, race, disability, or gender. Unfortunately, sexual harassment is often gendered in nature and must be handled with dignity and rapidity. But who is responsible for preventing sexual harassment at work? If you’re experiencing harassment at your place of work, you have recourse available.
If you’re on the receiving end of unwelcome comments or advances, it’s up to you to say, “Please stop that.” Occasionally, the offending party will back off and leave you alone. However, if they don’t, you need to prove that you didn’t want or welcome those comments. Every time you say no, keep a record of the interaction.
At the end of the day, a large portion of the responsibility falls on your workplace. Your employer is responsible for providing sexual harassment training to all employees. They should have a firm anti-harassment policy in place and enforce it quickly.
If you make a complaint with the human resources department, they must investigate that claim seriously. Employers have a vested interest in keeping employee morale up and reducing the rate of turnover—and that means keeping the workplace free of harassment.
Ideally, you and your employer will handle the harassment internally. However, if your supervisor and the human resources department refuse to investigate your claim, then you must bring it up the ladder.
Call an employment attorney in Boise, Idaho, to discuss your complaint. Rossman Law Group offers free legal consultations. We’ll listen to your story and provide advice along the way. If we agree that you have a valid case, we’ll help you bring it to the EEOC (Equal Employment Opportunity Commission). They enforce anti-harassment laws and can file a suit against your employer on your behalf.
If you’re experiencing sexual harassment at work, it’s time to take action. You don’t have to accept that treatment as a part of your job, and we’re here to help you fight back. Who is responsible for preventing sexual harassment at work? Ultimately, your employer is. But if they refuse to take that responsibility, you have plenty of options at your disposal.