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EMPLOYMENT LAW GUIDE: - page 93 / 134

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5.

Employers must maintain a sexual harassment policy that they distribute

annually to all employees. Employers should have effective procedures in place to enable an employee to complain of sexual harassment or retaliation without having to complain to the

offending person.

Corrective Action

When harassment or retaliation has occurred, the employer must take prompt and effective corrective action designed to:

  • do whatever is necessary to end the harassment or retaliation,

  • restore lost employment benefits and opportunities,

  • prevent the misconduct from recurring, and

  • prevent retaliation.

Disciplinary action against the offending person, ranging from reprimand to discharge, may be necessary. Generally, the corrective action should reflect the severity of the conduct.

Filing a Complaint

If you believe you have been the victim of sexual harassment or retaliation, contact the MCAD immediately because, in most circumstances, you must file a charge at the MCAD within 300 days of the alleged discriminatory action.

Boston: One Ashburton Place Room 601 Boston, MA 02108 (617) 994-6000 TTY (617) 994-6196

Springfield: 436 Dwight Street Room 220 Springfield, MA 01103 (413) 739-2145

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