Use the Hot Stove Approach against Sexual Harassment

by Leonard Toenjes

How does a manager deal with the sensitive issue of jobsite sexual harassment? Leonard Toenjes advises the hot stove approach. Company policies should be unambiguous. When harassment occurs, managers should be ready to deal with them. A number of resources are available to deal with this vexing issue.

Q: Most of my male field personnel are respectful in relating with female field personnel. Now and then, however, a male devotes too much attention or even harasses a woman on the jobsite. I never feel comfortable dealing with this issue. What are some ways to bring up the issue so that the problem can be eliminated with a minimum of embarrassment? Is there some place I can go for help?

A. This is a great example of using the hot stove approach to personnel management.

We all learned from a young age that you never touched the hot stove. Why? There are at least several reasons.

First, there is punishment and pain. Second, the pain is immediate. Third, you knew the pain and punishment would occur every time you touched the stove. Fourth, you knew it would be the same punishment every time.

Applying the hot stove concept to any sexual harassment situation is a fundamental practice you should adopt immediately. There is no easy way to wait and "bring up the issue."

Your company should have an iron-clad, zero-tolerance policy for sexual harassment. Even though federal law only requires it for companies with more than 15 employees, even small companies can be liable to accusations and damages in this area.

The policy should spell out the procedures for employees to make complaints, clearly state that no harassment of any type based on race, sex, religion, national origin, age or disability will be tolerated at any time, and that retaliation will not be taken against anyone who files such a complaint.

This policy should be clearly communicated to all employees.

Why Be Embarrassed?

The issue you raised related to bringing up the problem with a minimum of embarrassment is interesting. Embarrassment for whom?

First, related to the person who feels harassed, the process needs to be very clear related to whom they should report the complaint. There should be at least two people in the company designated to receive complaints, in case the person who is designated is the person being accused.

Second, related to anyone observing the apparent infraction, everyone in your company should understand clearly that this is totally unacceptable behavior at any time.

Third, related to your embarrassment either receiving or dealing with the complaint, just imagine your embarrassment at the point you are standing in front of a judge and trying to describe why you ignored the observed behavior or the complaint.

You can go to the Equal Employment Opportunity Commission at www.eeoc.gov or call 800-669-4000 to find the closest local field office.

There are a variety of free publications available, including posters, advising employees of their EEOC rights and pamphlets, manuals, fact sheets and enforcement guidance on laws enforced by the EEOC.

You can order any of the materials either by calling the numbers above or writing to the following address: U.S. Equal Employment Opportunity Commission, Publications Distribution Center, P. O. Box 12549, Cincinnati, OH 45212.

Remember the hot stove. Don't get burned.

Leonard Toenjes is the president of the Associated General Contractors of St. Louis. He can be reached at ltoenjes@agcstl.org.