So, what is sexual harassment?

We’ve heard a lot about sexual harassment happening in the workplace especially with all the media coverage on executives like Harry Weinstein and the development of the #metoomovement.  But it is important to understand what it is and how it can affect your medical practice.

According to the U.S. Equal Employment Opportunity Commission (EEOC), sexual harassment is defined as “a form of sex discrimination that violates Title VII of the Civil Rights Act of 1964. Title VII applies to employers with 15 or more employees, including state and local governments. It also applies to employment agencies and to labor organizations, as well as to the federal government.”

Here are just a few facts about sexual harassment:

•   Sexual harassment conduct is unwelcomed sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature

• When this conduct explicitly or implicitly affects an individual's employment, unreasonably interferes with an individual's work performance, or creates an intimidating, hostile, or offensive work environment the employer is required to take appropriate action to address it

• Employers can be subject to fines and penalties for inappropriately handling sexual harassment complaints

• Hostile work environments include actions such as words, jokes, signs of intimidation, taken against someone because of their sex or sexual preference

•  Quid Pro Quo:  is “something for something” as when an authority figure grants or withholds job benefits, such as a promotion, salary or transfer, for some sort of sexual favors.

• Anyone regardless of their sex or gender can be a target of sexual harassment.

• Anyone including an owner, manager, co-worker, vendor or contractor can be a perpetrator of sexual harassment.     

 How can you protect your practice from sexual harassment?

 The best way to protect your practice from sexual harassment incidence is through avoidance.  Educating staff and having policies that clearly relay a “Zero Tolerance” message are just two sure fire ways to keep sexual harassment at bay.  If you and your staff adhere to the policies your practice will be in compliant with employment law.  Now, are you expected to know every detail of employment law?  Technically yes, but unless you are an employment attorney or a human resource professional the probability is low! But you can rely on Clinical Business Strategies to help write your company policies and become a resource for answers to your burning questions.  Contact us today to find out how!

Written by Luwaine DeFreese, PHR