For a workplace to be free from sexual harassment, whether quid pro quo harassment or hostile working environment, these sexual harassment complaints should be handled effectively. Effectively handling this case helps to obtain legal liability and the continuation of someone's culture of respect ( Keyton et al., 2018) . Sexual harassment complaints should be taken seriously to enable employees to feel safe in their work environment. The majority of harassers being men, the majority of victims being women, supervisors, or managers making excuses for the alleged harasser or brushing off the complainant cannot help the victims when they feel a violation of their space. And procedures to meet with the complainant in private and listen to their issue must be followed ( Keyton et al., 2018) .
The set sexual harassment policy must be meet and all guidelines that clearly define the issue. These procedures in the instructions should be clear and straightforward for submitting complaints concerning harassment, and they should ensure all reports thoroughly investigated ( Keyton et al., 2018) . Thorough interviews of both parties should be conducted where you can ask them to write what happened in their own words and signed documents produced to avoid stories being distorted later.
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Sexual harassment should be responded by the manager or supervisors quickly with a fair and thorough investigation of a complaint. Some responses should be avoided; for example, "I am too busy" or "we can look at this complaint tommorrow." A reasonable time frame like standard time hold by the courts of 24 to 48 hours must be considered to report the incident ( Keyton et al., 2018) .
Prepare a questionnaire in time and identify and interview potential witnesses. For example, who witnessed the situation? Had there been previous exchanges between the parties involved? Who overheard the conversation? And get the help of a third party if necessary. A third party ensures investigations are conducted reasonably, for instance, if there is any personal involvement with either party involved.
Finally, appropriate action should be taken if harassment has occurred against the harasser. If no harassment has occurred, explain your conclusion, and define what conduct is undesirable. To obtain ethical decision making, supervisors or managers should make sure they can handle any situation on harassment-based issues. All work should be monitored to create a sense of authority in the environment and any detection of potential harassment issues.
References
Keyton, J., Clair, R., Compton, C. A., Dougherty, D. S., Forbes Berthoud, D., Manning, J., & Scarduzio, J. A. (2018). Addressing sexual harassment in a sexually charged national culture: a Journal of Applied Communication Research forum. Journal of Applied Communication Research , 46 (6), 665-683.
