How to determine proper corrective action following sexual harassment investigations

Abstract

Argues that there is a wide range of ways to resolve sexual harassment cases in the USA, and that the severity of the action taken against perpetrators should fit the seriousness of the offence. Sets out the legal framework which should guide an employer in the decision. Presents a classification of sexual harassment which could be used to guide employers on the severity of a sexual harassment incident, explaining how this should be looked at alongside frequency when deciding what action to take. Underlines the need to take into account the victim’s interests in the case, advising employers to give the victim as much information as possible on the progress of the case. Also advises on how to take into consideration the interests of the harrassor. Lists the possible actions the employer can take to make sure that the harassment does not occur again. Looks at the possibility that either the victim of the perpetrator may be dissatisfied with the way that the employer has dealt with the case and advises on the use of mediation or arbitration in these circumstances.

Citation

Jensen, K. and Kleiner, B.H. (1999), "How to determine proper corrective action following sexual harassment investigations", Equal Opportunities International, Vol. 18 No. 2/3/4, pp. 23-29. https://doi.org/10.1108/02610159910785754