Corrective Measures

The following measures can be taken to ensure that the harassment stops and doesn’t happen again. These measures are direct recommendations by human rights organizations, including the EEOC.
  • A verbal or written warning or reprimand, in accordance with your company’s disciplinary policy;
  • Training of counseling to ensure the harasser understands why their conduct violated the company’s sexual harassment policy;
  • Monitoring of the harasser to ensure that the harassment has stopped;
  • Transfer or reassignment;
  • Demotion;
  • Suspension; and
  • Termination.

Even is a harasser is disciplined for their behavior, the effects of the harassment on the work environment or company culture can remain long after the harassment stops. You may need to take additional measures to mitigate or correct the negative effects of the harassment.

These may include:

  • Restoring a leave taken by the victim and third parties that was a result of the harassment;
  • Expunging negative evaluations or discipline in the victim’s personnel file that were included in the file as a result of the harassment;
  • Reinstating the victim to job duties or into a position that might have been lost as a result of the harassment;
  • Having the harasser issue an apology;
  • Monitoring the way that the victim is treated by co-workers to ensure that they are not subjected to retaliation by the harasser or others in the workplace because of the complaint; and
  • Correcting any other harm caused by the harassment.