ncident. Every claim must be looked into no matter hoe trivial they might sound. Every investigation must be prompted and thorough. They must also be documented. Everyone involved with the investigation must preserve the information obtained. If word gets out about the incident at hand the victim and/or harasser may face humiliation or the source might not be trusted. This may constitute, in future cases, that the victim may not report a case of sexual harassment.Employers must make sure that employees know what sexual harassment is, how to deal with it, and where to turn if the problem does not stop. Surveys and performance reviews can aid companies about the knowledge of sexual harassment by employees. Such questions as, “Do employees know and understand the firm’s harassment policy?”, “Do they understand which behaviors constitute sexual harassment?”, “Do they know hoe to file a complaint and how to handle offenders?” Surveys and performance reviews can monitor approaches to identifying potential or real problem situations.Employee training programs are one approach to prevent harassment. A way to inform and educate employees is through programs that cover conflict management skills. These skills include how to recognize harassment and how to try to handle it they before it need to be taken further. If an employee thinks that they have been sexually harassed, they might want to consider these questions before taking the matter to management: “Am I jumping to conclusions?”, “Have I told the person about my uncertainty with their behavior when they are around?”, “Have they threatened my job or made my work experience unhappy?” If an employee feels that they are a victim of sexual harassment from this point they need to go higher up the ladder.What is sexual harassment? This is defined as any unwelcome or unwanted sexual advances, requests for se...
