What is one possible disciplinary measure for an employee guilty of sexual harassment in the construction industry?

One possible disciplinary measure for an employee guilty of sexual harassment in the construction industry is an oral or written warning. This approach serves both as a formal acknowledgment of the inappropriate behavior and as a first step in addressing the issue. Warnings document the misconduct and can emphasize the severity of the situation, showing that the organization takes such allegations seriously. They can also outline expected behavior moving forward and the consequences for failing to adhere to workplace standards.

This step is generally part of a larger process, designed to ensure the employee understands the implications of their actions and to provide an opportunity for improvement. In serious cases, however, warnings may lead to more severe consequences, including termination. The emphasis on documentation with oral or written warnings also helps protect the organization legally by establishing a record of the issue and the response taken.

Other options, such as an increase in salary, extra training sessions, or promotion, do not address the misconduct appropriately and could be perceived as rewards or dismissive of the seriousness of the offense.