LP Magazine

JUL-AUG 2018

LP magazine publishes articles for loss prevention, asset protection, and retail professionals covering shrinkage, investigations, shoplifting, internal theft, fraud, technology, best practices, and career development.

Issue link: http://digital.lpportal.com/i/1004777

Contents of this Issue


Page 61 of 68

PRODUCT SHOWCASE WATCHING OVER YOU SINCE 1873 • Underwriters Laboratories Listed • Factory Mutual Approved • SIA Certified Operators At AFA, we deliver superior levels of customer service. If you don't believe us, ask our customers! 8 6 6 . 2 3 2 . 6 2 8 5 www.afap.com continued on page 62 steps organizations should take to give stakeholders confidence that a company is committed to swiftly and effectively investigating allegations of sexual harassment in retail. 1. Clarify. One common source of complaints about an organization's investigation protocol is ambiguity over whom to report sexual misconduct complaints to and who is in charge of investigating them. When complainants are confused about how things are supposed to play out, it is easy for them to think they aren't getting a fair shake. That is one reason why it is common for settlements in legal actions to demand defendants clarify processes for handling various types of sex discrimination. Organizations may find it advantageous to write, disseminate, and educate its stakeholders on policies and procedures covering: ■ The name or title, office address, email address, and telephone number of the individual(s) responsible for taking action, including clarification of any differences in the role of individuals with responsibility to take action on complaints; ■ Procedures for adequate, reliable, prompt, and impartial investigation of all complaints, including the equal opportunity for the parties to access, review, and present witnesses and other evidence; ■ Reasonable time frames for the major stages of the investigation; and ■ A requirement for written notification to the parties of the outcome of the investigation, hearing, and appeal. 2. Act quickly. Make sure your company's response to a sexual harassment or misconduct complaint is timely. It helps to show the employee that you take the matter seriously and instills confidence in your investigation process, say experts. It's also important because court cases, particularly "hostile workplace" claims, suggest that companies often face legal woes because they go "on hold" as they wait for results from an investigation. Supervisors and managers must know they need to respond fast—within forty-eight hours of receiving a complaint. If they don't, a company may open itself up to charges of negligence for leaving an employee exposed to the 61 LP MAGAZINE | JULY–AUGUST 2018

Articles in this issue

Links on this page

Archives of this issue

view archives of LP Magazine - JUL-AUG 2018