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Tennessee employers should be ready to handle any allegations of sexual harassment within their organizations. Failure to do so could have an impact on both a brand’s image and its ability to make money. In addition to losing customers, it could lose investors as well as the chance at hiring quality people.

If a charge is filed with the EEOC, the agency will investigate the company to determine if the allegation has merit. If it does, the company could be faced with significant financial losses from a resulting settlement or jury verdict. Ideally, a company will write down its anti-harassment policy and distribute it to all employees. This may both reduce a company’s liability and create a culture in which harassment is not tolerated. If an allegation is proven to be true, action should be taken regardless of how important the accused is to the company.

To encourage employees to speak up about harassment, there should be multiple ways for employees to make complaints. Otherwise, employees may be forced to make complaints to the person who is engaging in the harassing behavior. This would ultimately make a harassment policy useless. As a general rule, all companies should be seeking out potential issues related to harassment or lack of diversity in an effort to stop them before they become bigger problems.

Those who faced unlawful retaliation or lost a job because of sexual harassment may wish to file a lawsuit against their employers. If a lawsuit or other action is successful, an employee may be entitled to compensation for back pay and other damages. In some cases, employees may be entitled to their jobs back.