Workplace Harassment Prevention Policies | Jones Gregg Creehan & Gerace

Workplace harassment is not just an HR issue—it’s a legal obligation. Both Pennsylvania and federal laws require employers to put clear protections in place. Strong harassment prevention policies do more than help companies avoid lawsuits. They create safer, more respectful environments where employees feel supported, and they give employers a framework for addressing problems before they grow into larger conflicts.

Legal Compliance Requirements

Employers in Pennsylvania must follow a combination of federal and state rules. At the federal level, laws such as Title VII of the Civil Rights Act, the Americans with Disabilities Act (ADA), and the Age Discrimination in Employment Act (ADEA) set out broad protections. At the state level, the Pennsylvania Human Relations Act (PHRA) prohibits harassment and discrimination on many of the same grounds, including race, sex, religion, disability, and age.

These rules require employers to:

Draft written anti-harassment policies that meet both federal and state standards.
Apply those policies fairly across the organization, from entry-level workers to management.
Respond to complaints in a timely and effective way.

Failing to meet these requirements can lead to legal liability, reputational harm, and decreased morale among employees.

Policy Components That Matter

A harassment policy should provide clarity, accountability, and access. The strongest policies include:

A Clear Definition: Employees must understand what constitutes harassment, with examples of verbal, physical, and online conduct.
Protection Against Retaliation: Workers should know that they can report concerns without fear of losing their jobs, facing discipline, or being treated unfairly.
Multiple Reporting Options: Some employees may feel more comfortable going to HR, while others may want to report to a manager or use an anonymous hotline. Offering choices makes reporting more accessible.
Consequences for Violations: A policy should explain the range of disciplinary actions, from warnings to termination, so employees see that misconduct has real consequences.

These elements make policies easier to understand and enforce while also building trust with employees.

Training Obligations for Employers

Pennsylvania does not mandate harassment training in all workplaces, but training is strongly recommended by the EEOC and widely recognized as a best practice. Training helps demonstrate an employer’s commitment to prevention and can support a defense against liability if a claim is filed.

Effective training should:

Explain the definition of harassment and why certain behaviors create hostile environments.
Walk employees through the reporting process so they know how to act if problems arise.
Remind supervisors of their responsibility to address issues immediately, not ignore them.

Regular refresher sessions are important, too. One-time training often fades from memory, while consistent education reinforces standards.

Reporting Procedures Employees Can Rely On

Even the best-written policy is ineffective if employees don’t trust the reporting system. A reliable process includes:

Multiple avenues to raise concerns.
Clear step-by-step instructions on how complaints will be reviewed.
Assurance that employees will be treated fairly and retaliation will not be tolerated.

Employers who create transparent systems encourage earlier reporting, which can prevent small issues from escalating into serious problems.

Investigation Protocols

Every complaint deserves a thorough and fair review. Investigations should:

Start promptly once a report is made.
Be handled by an impartial investigator with the authority to act.
Include interviews with the complainant, the accused, and any witnesses.
Conclude with a written record of findings and appropriate corrective action.

Employers who skip or mishandle investigations risk significant liability. Courts often weigh whether an employer acted reasonably to prevent and correct harassment.

Liability Protection Through Prevention

Prevention is the best protection. Employers who commit to clear policies, frequent training, and prompt investigations are in a stronger position if a claim is filed. Employees, meanwhile, benefit from a culture where respect is the standard and misconduct is not ignored.

Protecting Your Workplace Starts Here

Compliance with harassment laws is about more than avoiding lawsuits; it’s about creating workplaces where people can thrive. If you are an employee facing harassment or an employer seeking to improve your policies, Jones, Gregg, Creehan & Gerace can help. Our attorneys assist with compliance, investigations, and workplace policies throughout Pennsylvania.