Mandatory Sexiness Policy
"All women are required to wear tops that show ample cleavage and skirts that do not pass mid-thigh," once said an Employer's Policy.
First, most employers' policies probably would not look like this, Second, no employer's policies should look like this, unless it is wanting to be sued. Sexual harassment is no laughing matter to either employers or their employees. For the employer, a sexual-harassment lawsuit can cost exorbitant amounts of money to defend and can tarnish the name of the employer. For the employee, the experience can be mentally scarring and shift the way life is viewed.
This is why companies must take affirmative steps in order to address and prevent sexual harassment in the work place. Failing to do so can result in huge judgments against the employer. Thus, turning a blind eye or pretending that the sexual harassment never occurred will not quell the problem, but will in fact exacerbate it due to the employer ratifying the conduct by its inaction.
In addition, the employer must be extremely careful when having a supervisor utilize adverse employment actions (disciplining, demoting, terminating, etc.) against an employee who complained of sexual harassment. By allowing the supervisor to engage in this activity or behavior, the employer can be liable for retaliating against the employee that reported the sexual harassment.
If you have (1) any questions about fixing your employment policies because they are reminiscent of one above, or (2) have questions about your (potential) sexual harassment case, please visit the "FAQ Page for Sexual Harassment" or contact me at 832.594.9771 for a free consultation.