The procedure should make it easy and comfortable for an emloyee to file a complaint, especially if the harasser is a direct supervisors. The procedure sould also be such that a solution to the problem can be arrived at quickly and effectively. You need to take complaints serioiusly, and respond to them as fast as possible. 

It should provide, to the fullest extent practicable, confidentiality, including protection of victims and witnesses against retaliation.

The employer’s strongest and best defense in a sexual harassment action often is having in place an effective enforcement mechanism that was not followed by the harassed employee. An employer’s failure to have a grievance procedure might be regarded as silently encouraging sexual harassment.

(Reviewed 9-08)