What risk management steps can an employer take to prevent claims of sexual harassment?

Minneapolis employment law attorney Stacey DeKalb talks about the types of policies and regulations that should be set in place for sexual harassment in a workplace.

Contact Stacey DeKalb

Email: [email protected]

Phone: (612) 336-9310


Well, without question, employers should have in place a policy against unlawful discrimination and harassment, and such a policy should cover not only sexual harassment but also harassment and discrimination based on all protected class categories, whether it be age, disability, religion, national origin, sexual orientation, and the like. Such a policy should clearly define what unlawful discrimination and harassment is. It should include several avenues for an individual to go and make a complaint, and it should include non-retaliation provisions. It’s also important that the employer conduct harassment training, not only for its employees but, in particular, for its management.

And lastly, in situations where an employer becomes aware of conduct that it believes might not be appropriate in the workplace, it needs to conduct an investigation and take appropriate corrective action, even if an employee has not stepped forward with a complaint.