In terms of liability, what action can reduce a broker's risk regarding harassment?

In terms of liability, what action can reduce a broker's risk regarding harassment?

• A. Implementing a strict hiring process
• B. Creating a policy and training
• C. Regular performance reviews
• D. Minimizing staff meetings

Answer: (B)

Creating a policy and training is a crucial step in reducing a broker's liability regarding harassment. By establishing a clear anti-harassment policy, a broker sets expectations for behavior within the workplace. This policy serves as a guideline for all employees, informing them about what constitutes harassment, the consequences of such behavior, and the procedures for reporting incidents. Training employees on these policies ensures that everyone understands their rights and responsibilities. It educates staff on recognizing harassment, how to respond appropriately, and the importance of fostering a respectful workplace culture. This proactive measure not only helps in preventing harassment but also demonstrates that the organization takes such matters seriously, which can serve as a defense should any legal issues arise. While implementing a strict hiring process can help in choosing suitable candidates and may enhance workplace culture, it does not directly address the existing environment or behaviors once employees are hired. Regular performance reviews, although important for overall employee development, do not specifically target harassment issues. Minimizing staff meetings can create an environment where communication is limited, potentially leading to misunderstandings or unaddressed issues, which is counterproductive to fostering a safe and respectful work environment.

Creating a policy and training is a crucial step in reducing a broker's liability regarding harassment. By establishing a clear anti-harassment policy, a broker sets expectations for behavior within the workplace. This policy serves as a guideline for all employees, informing them about what constitutes harassment, the consequences of such behavior, and the procedures for reporting incidents.

Training employees on these policies ensures that everyone understands their rights and responsibilities. It educates staff on recognizing harassment, how to respond appropriately, and the importance of fostering a respectful workplace culture. This proactive measure not only helps in preventing harassment but also demonstrates that the organization takes such matters seriously, which can serve as a defense should any legal issues arise.

While implementing a strict hiring process can help in choosing suitable candidates and may enhance workplace culture, it does not directly address the existing environment or behaviors once employees are hired. Regular performance reviews, although important for overall employee development, do not specifically target harassment issues. Minimizing staff meetings can create an environment where communication is limited, potentially leading to misunderstandings or unaddressed issues, which is counterproductive to fostering a safe and respectful work environment.