Sexual Harassment
Timothy Vahle
Rasmussen College
This assignment is being submitted for Jeri Retzlaff’s B440 Managing a Diverse Workforce Course on March 1, 2015.

TO: Employer s
FROM: Diversity Resolutions
DATE: March 1, 2015
SUBJECT: Sexual Harassment Resolutions

Sexual harassment is a considerable issue for employers that may lead to lawsuits and eventually create monetary issues and poor public image. Sexual harassment by supervisors and other employees is on the rise over recent years, so steps must be taken to reduce or eliminate cases. It is better that lawsuits are never filed for the image of the company, regardless of how the case may turn out.
Many forms of compensation are available to an employee if a case is won by the plaintiff: 1) Back pay for lost wages and benefits. 2) Front pay. 3) Attorney fees. 4) Compensation for pain and suffering. 5) Court costs.
Such cases that are determined to be unfounded can be costly. Media may get hold of such allegations and create an uproar that may lead to the destruction of credibility within the organization. Defendant attorney fees and court costs are to be considered as well as loss of production due to allegation distractions.
An organization wishes to avoid all of these expenses and distractions. There are certain things that the company can do to help that cause. An effective plan must be established and carried out to ensure maximum effectiveness, though elimination of such issues is not guaranteed. Matters should be dealt with swiftly and fairly to avoid further problems and scrutiny. There are several things that an organization can do to avoid such issues, or at least improve their chances if they do arise: 1) The company must demonstrate that there is an effective policy for sexual harassment in place. 2) The company must demonstrate that all