The scandals relating to the sexual harassment of women that have rocked Hollywood and have captured the headlines over the last few months have business owners and managers once again focusing on the crucial issue of how to deal with harassment and discrimination in the workplace. Many questions have been raised about male/female interactions in and out of the office and what is appropriate and what is over the line. Often, harassment and discrimination in the workplace are not as crass as Harvey Weinstein’s casting couch or Matt Lauer’s office “security system.” Instead, harassment and discrimination in the workplace are often more nuanced and involve innuendo and inappropriate comments made by co-workers and supervisors which, if unaddressed by the company, may lead to substantial liability. Therefore, it is a good time for companies to be vigilant and reminded of the potential landmines that may result in legal actions involving sexual harassment and workplace discrimination. Here are eight guideposts that can protect your company.

Proper Training of HR Personnel and Management

One of the ways companies can insulate themselves from substantial exposure amid allegations of sexual harassment and workplace discrimination is to make sure that key personnel are properly trained. It is critical that a company’s HR personnel and line managers have adequate experience in workplace practices such as sensitivity training and investigation techniques. Companies that fail to train their key employees, (those entrusted to look into workplace complaints), are setting themselves up for significant exposure and claims. Today’s employees are smart and resourceful. They are very good at gathering information that can potentially set up an unwary company for a sexual harassment claim. If your HR personnel and line managers are not well versed in handling this, your company can be subject to legal action.

Have Anti-Harassment Policies Available to All Employees