A well-drafted employer sexual harassment policy should have a single point of contact to receive,investigate and act on claims of sexual harassment.

Question

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While a single point of contact makes sense, the policy can be ineffective if that person/office is involved in the harassment.  A sample employer policy might read:  "XYZ Company will provide its employees with convenient, confidential, and reliable mechanisms for reporting incidents of sexual harassment and retaliation. Accordingly, XYZ designates at least two employees in supervisory or managerial positions to serve as investigative officers for sexual harassment issues. The names, responsibilities, work locations, and phone numbers of each officer will be routinely and continuously posted so that an employee seeking such name can enjoy anonymity and remain inconspicuous to all of the employees in the office in which he or she works."

A Well-Drafted Employer Sexual Harassment Policy Should Have a Single