Louise Davies is an Affirmative Action Paralegal in Constangy's Winston-Salem, North Carolina, office. For more than 15 years, she has helped employers develop affirmative action plans and respond to audits and on-site investigations by the Office of Federal Contract Compliance Programs. She also conducts diversity training for employers. Louise is a graduate of ...

We have reached the fifth and final of our five harassment "must-haves": No retaliation.

It should be easy to avoid retaliation, right? Because retaliatory conduct is intentional - you can't "accidentally" retaliate against someone. You can't "negligently" seek payback.

To retaliate, you have to work at it.

Of course, that would make life way too simple. Employers can ...

It's the moment of truth! (Dum-dum-DUM!)

Two weeks ago, we talked about harassment "must-haves" 1 and 2: a good, plain-language policy, and training. Last week, we talked about "must-have" 3: the investigation.

Now it's time to talk about "must-have" 4: a fair, legally defensible determination of what happened and what action to take.

During the investigation phase, you wanted to ...

Last week, I posted about harassment "must-haves" for employers, and talked in detail about the first two: a good policy, and training. This week I'd like to talk about "must-have" no. 3 - a prompt, thorough, and fair investigation.

PROMPT. "Prompt," in the context of a harassment investigation, means that you act as soon as you reasonably can, and if you have to delay, you have a very ...