10 Best Practices for Supervisors & Managers to Avoid Sexual Harassment Claims Against Themselves

Supervisors and managers are not only more visible but also held to a higher legal and ethical standard. Courts often view harassment claims involving leadership as especially serious because of the power imbalance. The following 10 best practices can help supervisors and managers protect themselves, employees, and the company.

1. Keep Professional Boundaries at All Times

Avoid overly personal conversations, unnecessary touching, or after-hours social interactions that could be misinterpreted. Even friendly behavior can cross a line when there’s a power imbalance.

2. Be Mindful of Language and Jokes

Never use sexual, suggestive, or demeaning jokes in the workplace (in-person or online). Remember: what feels like humor to one person can feel offensive or intimidating to another.

3. Avoid Favoritism or the Appearance of It

Romantic or overly friendly relationships with employees can lead to claims of favoritism—or worse, quid pro quo harassment. Always keep work-related decisions based strictly on performance.

4. Communicate Clearly and Respectfully

Give feedback directly and professionally. Avoid commenting on an employee’s appearance, clothing, or personal life. Stick to work-related observations.

5. Understand Power Dynamics

Recognize that as a supervisor, your requests carry extra weight. Even a casual invitation for drinks or a compliment may feel like pressure to a subordinate. Err on the side of caution.

6. Don’t Retaliate—Ever

If an employee raises a concern, complaint, or refuses an advance, do not change their schedule, isolate them, or reduce opportunities. Retaliation is the most common EEOC claim tied to harassment cases.

7. Document Everything

Maintain written records of performance discussions, disciplinary actions, and complaints. Documentation provides transparency and protects both the employee and the supervisor in case of disputes.

8. Be a Role Model

Employees look to supervisors for cultural cues. Demonstrate respect, inclusivity, and professionalism. What you tolerate or ignore sets the tone for your team.

9. Intervene Early When You See Inappropriate Behavior

Don’t ignore harmless jokes or offhand remarks. Address issues promptly before they escalate. Supervisors have a duty to act if they witness misconduct.

10. Stay Informed Through Regular Training

Laws and workplace expectations evolve. Supervisors should attend harassment prevention, unconscious bias, and respectful workplace training regularly—not just once.

✅ Key Takeaway

Supervisors and managers are the first line of defense against harassment claims—but they are also the most vulnerable to them. By keeping professional boundaries, modeling respectful behavior, and intervening early, leaders protect themselves, their teams, and the organization. Update your training today visit: www.americansensitivitytraining.com