Sexual harassment is against the law. If an employer does not respond properly to such complaints, it may be subject to stiff penalties. Sexual harassment may result in corrective action against the accused, such as counseling, discipline and termination. Employers may wind up on the receiving end of a lawsuit. Unchecked sexual harassment can leave a victim in a vulnerable position or may lead him or her to quit the job. To avoid these possible consequences, employers and employees often participate in mediation.

Benefits of Mediation

When parties can mediate their dispute, there are often a number of positive consequences. The victim may feel that justice has been served and that his or her honor is intact. Mediation may avoid more significant consequences, such as employee termination or a public lawsuit. The working relationship is often preserved so that the parties can continue working together. The employer may also be able to resolve the dispute for much less expense than if litigation ensued.

Early Intervention

Mediating sexual harassment complaints often provides for early intervention. This process alerts an employer to a potential problem so that it can be addressed at an early stage. The victim may be able to accept an acknowledgment from the accused that he or she acted in an inappropriate manner and will not do so again.

Resolution Plans

The parties may agree to a resolution plan that may identify specific steps the parties will take to fully resolve the problem. For example, the parties may agree that company-wide training would help educate employees and managers. They may agree that the business can modify the role of human resources so that it is more integrated into the daily lives of employees. The parties may work toward long-term resolutions together, such as creating committees designed to identify and prevent sexual harassment. When parties agree to mediation, they can often reach a resolution that is multi-faceted and protects mutual interests.