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Oct 4, 201812:47 PMLaw at Work

with Jessica M. Kramer and Ashlie B. Johnson

Anti-harassment policies and why your business should have one

(page 2 of 2)

Employers should ensure that their policy language also indicates that these expectations apply to both employees and non-employees, and are also effective when the employee is not working but engaged in activities with other staff members, such as company events, whether those events are on company property or not.

It is important for employers to also make it clear that the company’s anti-harassment policies apply not only to the spoken or written word but also to e-mail, text messages, and social media posts. There have been many instances in recent news of cases of harassment involving text messages and social media. Consider adding verbiage that states that the harassment policy applies to social media posts, tweets, etc. that are about or may be seen by employees, customers, etc.

Of course, having a thorough anti-harassment policy is just half of the equation. Having an effective and clearly defined complaint and investigation process is also essential to protect your business.

For more information on anti-harassment policies and how to enforce them, it would be wise for employers to consult with an employment attorney or HR professional to review and update their policies.

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About This Blog

Jessica M. Kramer is a partner at Kramer, Elkins & Watt LLC in Madison and writes about employment law. At KEW she handles employment law matters for businesses and individuals, and represents landlords in all aspects of landlord-tenant law. Jessica received her undergraduate degree from UW–Madison in 2000 and her Juris Doctor from the UW Law School in 2004.

 Ashlie B. Johnson, PHR, is the owner of Brooke Human Resource Solutions, serving the Dane County area. BrookeHR operates as an independent HR contracting resource for small businesses, providing a wide range of support as well as policy language, documentation, and employment agreements that meet today’s complex compliance standards. Ashlie received her B.S. in Human Resource Management from St. Cloud State University in 2002 and has been a certified PHR since 2007.

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