There are various things Gillespie could have done differently to avoid the entire problem and lawsuit. Gillespie should have familiarized himself with the anti-harassment policy of the company. As a manager he is response to maintain a safe work environment, which includes harassment. This will give him the tools necessary to deal with these types of situations as well as the knowledge of the potential problems that could cause the company if ignored. On a yearly basis the human resources director should educate and train for both manage and employees on the topic to ensure everyone is familiar with the policy. The company’s policy should be written clearly and everyone, including management should sign off that they received, read and understood it.
Another thing Gillespie could have done differently is that he could have communicated to his staff what is the expected behavior to stress the anti-harassment guidelines. This may deter any issues that may occur. Although he does not like to confront anyone, Gillespie should have known that not doing or ignoring the issue, it will not make the problem go away.
Monitoring the workplace will assist Gillespie in making sure the work place is harassment free. He should encourage employees to come forward with any concern and assure them that all information will be kept confidential. The staff should be aware that all complaints will be taken seriously, investigated and that there is zero tolerance for the behavior or retaliation.
Gillespie should have promptly investigated the problem. He should have spoken to Olson in private and explain that his behavior is unacceptable. If Olson continues his behavior, Gillespie should have given him a formal warning, reviewed the anti- harassment policy with him to make sure he understands and given him a
