IV AAEP News April 2018
ASSOCIATION #MeToo and veterinary practice: How employers can prevent harassment
in the workplace By Sharon Gold
In the wake of the #MeToo campaign, where thousands of individuals told their stories on social media platforms about their experiences with workplace harassment, employers are wondering how they can prevent harassment in the workplace and what to do if a complaint arises.
Employers should emphasize (and re-emphasize) to their employees that all employees, especially managers and supervisors, have a duty to report harassment if they see it.
Veterinary practice is not free from harassment allega- tions. These allegations can have a negative effect, not just on the victim, but on an employer’s bottom line through low productivity and high turnover. State laws vary with regard to harassment and retaliation in the workplace. The following are general tips for employers on how to prevent and/or investigate harassment in the workplace.
How Can Employers Prevent Harassment in the Workplace?
First, employers need to make sure that they have an anti- harassment policy. If they do have a policy, it is likely that the policy needs to be updated. The Equal Employment Opportunity Commission (EEOC) has recommended the following general guidelines for anti-harassment polices:
what is prohibited.
or assist in the investigation.
complaint process that has multiple avenues to complain.
that are used in the workplace.
to the extent possible.
thorough and impartial investigation.
proportional corrective action.
on any protected characteristic (e.g., race, color, religion, national origin, and sex—including pregnancy, age, disability and in some cities and states, sexual orientation and gender identity).
The EEOC Select Task Force on the Study of Harassment in the Workplace Report (June 2016) is available at
https://tinyurl.com/stfshwr.
In addition to an updated anti-harassment policy, employers need to provide live training on a regular basis to all their employees about preventing harassment. The EEOC recommends that the following be included in the training:
harassment policy.
harassment.
- ities should they experience harassment, including specific instructions on the complaint process.
of the company.
and provide opportunities for crowd interaction.
discussion of bystander intervention.
If we have learned anything from the #MeToo campaign, it is that not every victim of harassment reports it for various reasons, such as fear of retribution, embarrassment and self-doubt. Under-reporting is a very real roadblock to prevention. Employers should emphasize (and re-empha- size) to their employees that all employees, especially managers and supervisors, have a duty to report harassment if they see it.
How Should Employers Respond to a Complaint of Harassment?
If employers receive complaints of harassment in the workplace, how should they respond? First, it is important to note that a complaint does not have to be a written document with the word “Complaint” on top of it. It does not matter whether the complaint is oral or informal, or even if it appears to be unfounded—all complaints should be investigated. The EEOC encourages employers to do the following once a complaint has been made:
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