Month: August 2018
This is part 2 of an article, which originally appeared in the Summer 2018 edition of OGR’s Independent magazine. Read Part 1 here.
It is important to realize upfront that investigating sexual harassment complaints is not easy. It tends to be an embarrassing situation for all parties involved or questioned. Not only are the employees involved in the investigation going to be uneasy, but the individual responsible for undertaking the investigation may be sensitive to how the outcome of the investigation may impact their relationship with employees or management. To facilitate this difficult process, funeral home owners/managers can follow several key steps: Read the rest of this entry »
This article originally appeared in the Summer 2018 edition of OGR’s Independent magazine.
Sexual harassment in the workplace continues to be a trending topic in the United States. While many would like to believe that harassment is not taking place in the funeral industry, in fact, this industry has not escaped these incidents. Various lawsuits have been filed against family-owned and international funeral businesses.
Many funeral businesses understand the need to have anti-harassment policies as well as formal procedures in place for employees to report any harassment. Most anticipate they are never likely to receive such a report. (For more on preventing workplace harassment, read part 1 and part 2 from our blog on this very topic.) However, the reality is that any funeral business may receive a complaint from an employee about experiencing sexual harassment while working.
Frequently, such complaints catch owners and managers completely off guard, and they stumble when they attempt to deal with the situation. This may put them at greater risk for a costly lawsuit. So how does a funeral home owner or manager handle a complaint of sexual harassment? Read the rest of this entry »