Publication date: 15 August 2018
What can you do to prevent sexual harassment on the workfloor? And what do you, as an employer, have to do if it does occur unexpectedly? We give you 4 useful tips: 1) Establish a clear policy and ensure that the employees are familiar with it, 2) Establish the facts in case an incident occurs, 3) Do not just deal with it internally and 4) Follow the rules you have established.
Sexual harassment by managers continues to concern us, as can be seen from the Dutch TV broadcast “M” last Monday. The TV program dealt with men that are concerned about the consequences of their past conduct for their reputation. Actions glossed over ten or fifteen years ago are now no longer accepted. When allegations – whether right or wrong – are published, the genie is out of the bottle and cannot be put back in. How can companies deal with it?
It is vital for companies to establish clear rules. What one person sees as sexual harassment, the other might not have intended at all. By setting out rules in the staff manual, employees know what is expected from them and are familiar with the procedure that is followed and the sanctions for violations of the rules. It is also advisable to appoint a counsellor the harassed employee can confide in.
Before taking definite measures, the facts will have to be investigated. There are several significant problems in this respect, for instance if there are no witnesses to the incident.
To ensure that the incident can be assessed objectively external experts can be engaged who can immediately start investigations to reconstruct what happened, for instance by taking statements and checking the circumstances. The company has to take into account that the whole truth will never be uncovered but that it will have to take a decision regarding the employment relation.
It is tempting to keep the matter behind closed doors in order to uphold the good reputation of your company. However, concealing your knowledge of criminal acts can be a criminal offence too. Therefore, it is advisable to seek legal advice concerning the matter. Also, if the facts will later become known to the public it won’t be good for your reputation if it turns out that you have concealed the matter. Therefore, you are well-advised to specify in your staff manual that the company can file a report with the police in the event of transgressive behaviour at work. This will also help the victim.
It is important to not just stipulate these guidelines but also to abide by them. Prorail, the company responsible for the maintenance of the Dutch railway network, presumed that in the #MeToo age the establishment of the fact that an employee under the influence of alcohol had become intimate with and insulted a female colleague was sufficient for dismissal with immediate effect. However, the court ruled the employee had indeed performed culpable action but they were not sufficient to sustain the dismissal with immediate effect. Why?
Despite the #MeToo movement, which Prorail explicitly referred to, the court will consider all circumstances of the matter, thus also the internal procedure and the consequences for the employee. Therefore, Prorail has to reinstate the employee and pay wage arrears, including a statutory increase that was brought back to 25%. Taking hasty measures in fear of public opinion therefore can result in significant costs for companies.
Would you like us to devise a protocol on how to deal with unwanted conduct? Are you confronted with (sexual) harassment or other unwanted conduct within your company? Russell Advocaten can not just help you with the assessment of the facts and the judicial follow-up. We can also call in a multidisciplinary team, including a specialist in reputation management and communication strategy and a forensic psychiatrist via Henneman Strategies. After all, unwanted conduct is not just a legal issue but may also cause damage to companies and persons, such as harm to reputation and infringement of personal integrity. Please contact us:
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