20 NOVEMBER / DECEMBER 2023 over to that person’s employer for them to address and the person may be instructed or asked not to return or have contact with the complaining employee. Other situations (e.g., threats of physical violence or actual violence) call for different measures, such as calling for security or local law enforcement, or even seeking a restraining order.* Employees may be hesitant to report third-party harassment, especially if they have not been employed for very long or the alleged harasser is a longtime or large customer. Employers, particularly those in public-interfacing industries, should make their employees aware that any such complaints should be reported, just like instances where the alleged harasser is a supervisor or co-worker. Employers should make sure that their harassment policies include third-party harassment. Of course the type of corrective action will depend on the level of control the employer has over the non-employee, but the employer must investigate and take The information in this article is provided for general information purposes only and does not constitute legal advice or an opinion of any kind. You should consult with legal counsel for advice on your institution’s specific legal issues. * In Indiana, an employer can seek a Workplace Violence Restraining Order (WVRO) to protect an employee from unlawful violence or credible threats of violence. Ind. Code 34-26-6. There are two kinds of WVROs – a temporary one (TRO), which is issued without a hearing and is effective for up to 15 days – and a permanent one, which is issued after a hearing and is effective for up to 3 years. prompt, appropriate action to remedy the situation, if possible. Employers should also have a policy of no retaliation and remind employees that they will not be retaliated against for reporting third-party harassment. Employers must address any complaint of workplace harassment, regardless of whether the alleged harasser is a supervisor, coworker, customer, client or vendor. HB STAR Bank, Fort Wayne, has named two new members to its board. Jim Kelley is CEO of Kelley Automotive after serving as vice president from 2004-2013. The family-owned and -operated automotive group has been a Fort Wayne-area staple for more than 70 years. He earned his bachelor’s degree from Indiana University and a master’s degree from London Guildhall University, now London Metropolitan University. Doug Boles has been president of the Indianapolis Motor Speedway Corporation since 2013 after serving as the organization’s COO. He was previously vice president of communications for the Indianapolis Motor Speedway and its parent organization, Hulman & Company. Boles earned his bachelor’s degree from Butler University and a juris doctorate from the Indiana University School of Law at Indianapolis. He serves on the boards of INDYCAR Ministry, 500 Festival, United States Auto Club and Motorsports Hall of Fame. HB FROM THE BOARD ROOM A communications toolkit created by the Indiana Bankers Association helps member banks share good-news stories with media outlets. View the toolkit at: indiana.bank/communications-toolkit. HB Toolkit Helps ‘Tell the Story’ of Banking Tell the Story
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