management should not wait for a complaint before erasing it.
* An employer should ensure that its supervisors and managers understand their responsibilities under the organization’s anti-harassment policy and complaint procedures.
* An employer should designate more than one individual to take complaints and should ensure that these individuals are in accessible locations. The employer should instruct all of its supervisors to report complaints of harassment to appropriate officials. It is advisable for an employer to designate at least one official outside an employee’s chain of command to take complaints in order to ensure that the complaint will be handled impartially.
* Supervisors should not be the individuals in charge of receiving sexual harassment complaints as this individual may either be impartial or be the harasser.
* When a complaint is filed, an employer should conduct a prompt, thorough, and impartial investigation as soon as possible. The alleged harasser should not have any direct or indirect control over the investigation.
* The investigator should interview the employee who complained of the harassment, the alleged harasser, and others who could reasonably be expected to have relevant information.
* Harassment must be stopped by an employer in order to further develop an environment of safety.
* An employer should screen applicants for supervisory jobs to see if they have a history of engaging in harassment. To prevent the harassment from reoccurring, an employer should monitor interactions of this individual with other coworkers.
* Keeping files on both an individual who receives a