Harassment in the workplace is not only unethical and damaging to morale, but it also creates significant legal and financial risks for businesses. In Florida, fostering a safe and respectful work environment is a strategic imperative. An elevated, harassment-free culture protects your people, your reputation, and your bottom line.
Here are the essential steps both employers and employees must take to build and maintain a truly safe professional space.
For Employers: Building a Robust Defense
A proactive approach is the only acceptable standard. Employers must move beyond mere compliance to genuine commitment.
Establish a Zero-Tolerance Policy (and Enforce It): Your written policy must clearly define all forms of harassment—including sexual, racial, and hostile work environment conduct—in plain language. Crucially, the policy must outline a clear, confidential, and accessible reporting procedure that guarantees no retaliation.
Mandatory, Interactive Training: Generic, check-the-box training is insufficient. Implement frequent, scenario-based training for all employees, and separate, specialized training for managers. Managers must understand their unique legal obligation to report and address all observations or complaints immediately.
Prompt, Impartial Investigations: When a complaint is filed, you must act swiftly. Conduct a thorough, objective, and well-documented investigation by an impartial party. Protect the confidentiality of all parties to the extent possible, and take decisive, corrective action whenever misconduct is confirmed.
Lead by Example: The commitment to a respectful workplace must originate from the top. Senior leaders must model professional conduct and actively support the anti-harassment policy, showing employees that this is a core value, not just a rule.
For Employees: Your Role in Upholding Standards
Every employee is a steward of the workplace culture. You have a responsibility to know the rules and to act when you see them being violated.
Understand the Policy: Take the time to read and fully understand your company's anti-harassment policy and reporting procedures. Be aware of what constitutes harassment and understand your rights and responsibilities.
Report, Report, Report: If you experience or witness harassment, report it immediately to the designated manager, HR representative, or other person listed in the policy. Do not assume someone else will handle it. Prompt reporting is essential for a prompt investigation.
Maintain Records: If you are the target of harassment, keep a detailed, private record of all incidents that occur. Note the date, time, location, what was said or done, and who was present. This documentation is invaluable during an investigation.
Decline Retaliation: If you are asked to participate in an investigation, do so truthfully and completely. If you feel you have been retaliated against for making a report or participating in an investigation, report that immediately as a separate, serious violation of policy.
The Strategic Value of a Safe Workplace
A culture that strategically prioritizes prevention creates a productive, loyal, and competitive workforce. It mitigates the risk of costly lawsuits, high turnover, and devastating reputational damage. It transforms your workplace into an asset.
If you are a Florida employer seeking to review, update, or implement employee rights and compliance, or if you're an employee facing workplace harassment, Cadogan Law is here to help. Call us today at (954) 371-1607 and explore your options.
