As a manager, handling a situation of workplace harassment can be difficult. If your employee approaches you with a situation, they depend on you to protect them and resolve the issue. You may even be legally obligated to ensure these matters are handled.
Here is a situation to consider: you have a young female employee approach you about two male supervisors making lewd comments, sending sexually explicit text messages, and touching her while at work. You decide to schedule her when these supervisors are not working to limit their access to her. You call the problem solved. However, because your staff is so small, and one of the two supervisors is almost always working, this results in a reduction in her work hours.
