Texas employers should make preventing harassment in the workplace one of their top priorities. One way that this can be done is by training employees to recognize and avoid specific actions that could be seen as harassment. For instance, companies can provide examples of behavior to avoid such as asking colleagues on dates or sending emails containing lewd jokes or other inappropriate language.
Both employees and managers should be provided with proper training as it relates to harassment. Managers should be taught how to respond to claims of harassment as well as how to properly document and investigate such claims. Employees should be given training throughout their time with a company to help them understand current policies as well as changes to workplace harassment laws. If a complaint is brought forth by an employee, the company should take it seriously and avoid retaliating against the person who complained.
In addition to having a policy against harassment, it must be applied evenly and consistently. This is especially true when it comes to disciplining those who are found to be in violation of that policy. Doing so may make it easier for a company to defend itself against claims from the EEOC or other groups who may bring legal action on behalf of a harassment victim.
Those who feel as if they have been the victims of workplace discrimination may wish to talk to an attorney. They may be entitled to financial compensation for the harassment that they experienced or for being wrongfully terminated after making a claim. In some cases, an employee may be reinstated to his or her job. An attorney may use witness statements or statements from managers as proof that the client was the recipient of lewd comments or unwanted advances.
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