One of the most important pieces to a workplace harassment policy is the implementation of a comprehensive reporting system. Employers need to have a reliable method where employees can report incidents of harassment, including a designated reporting person who will be able to handle and address complaints. All employers should also have a secondary reporting person in place in case the designated reporting person is the alleged harasser.
Unfortunately not all employers will be receptive to conducting investigations, but they can face serious legal consequences if they do not take reports of harassment seriously. In Ontario for example, the Occupational Health and Safety Act gives the Ministry of Labour the power to appoint a third-party investigator if the employer does not conduct a proper investigation. Employees should also speak with an employment lawyer about the likelihood of success in bringing a legal claim against their employer, or reporting the incident through their provincial Ministry of Labour.