Yes. The steps taken to prevent harassment (such as having an anti-harassment policy) or correct it, can affect whether an employer will be held liable for the harassment and can impact potential punitive damages awards. If you have employees, the answer is basically "Why not?" If you have such a policy and an employee who is harassed does not follow the complaint process, your establishment could avoid liability. It is a good idea to have an attorney either draft the document for you or at the very least review it before you put it into practice.

(Reviewed 8-09)