Make My Day... (from Sexual Harassment? You Decide™)

Organizations are legally and ethically obligated to implement and enforce clear, written policies and procedures designed to prevent, address, and remedy third-party sexual harassment. These policies should outline reporting channels, investigation protocols, and corrective actions consistent with federal and state anti-discrimination laws, including Title VII of the Civil Rights Act of 1964 and applicable state statutes.

Employers must also provide regular education and training to employees and managers on recognizing, preventing, and responding appropriately to third-party harassment. Employees, in turn, are strongly encouraged—and in many cases required under policy—to promptly report any incidents of third-party sexual harassment to their supervisor, Human Resources, or through other designated reporting mechanisms.

Such reporting and organizational responsiveness not only help safeguard employees’ rights, dignity, and well-being, but also reduce legal risk and demonstrate the employer’s commitment to maintaining a workplace free from unlawful harassment.