Preventing harassment is not just about following the rules; it is about protecting your team and your business. Clear policies, accessible reporting, and consistent training help create a workplace where employees feel safe, supported, and confident. Without these steps, concerns can go unaddressed, putting both your people and your organization at risk.

Abe: Harassment includes not only sexual misconduct but also verbal, physical, or digital behavior that creates a hostile work environment. Jokes, repeated unwanted comments, intimidation, or offensive digital communication can all qualify.

A: Yes. Courts and regulators don’t care about size—they care about whether you took proactive steps. Annual training is one of the best defenses against liability.

A: Employers should provide multiple reporting channels (supervisors, HR, or a designated manager). Anonymous reporting can be offered through hotlines or third-party services, but the key is making the process safe and accessible.

A: Investigations should start quickly, remain confidential, and be documented. Speak to all parties involved, gather evidence, and make decisions based on facts—not assumptions.

A: Retaliation includes firing, demotion, schedule changes, or even subtle shifts in treatment after a report is made. Employers must clearly prohibit retaliation and monitor closely after an investigation.

A: Supervisors should listen, document, and escalate to HR/leadership immediately. They should not promise outcomes, minimize concerns, or attempt to handle it alone.

A: A clear anti-harassment policy should define harassment, outline reporting procedures, prohibit retaliation, and state that all complaints will be taken seriously and investigated promptly.

Have questions about preventing or addressing harassment in your workplace? Contact Abacus! at (417) 823-7171 or info@abacuspro.com. We’re here to help you protect your team and create a safe, confident workplace.