Final answer:
It is true that companies need an anti-harassment policy with provisions for employees to report issues without going through their direct supervisor. Such measures are vital for fostering a safe work environment and are supported by organizations such as the EEOC. Effective anti-harassment training and confidential complaint processes are crucial components of these policies.
Step-by-step explanation:
It is true that a company must have an anti-harassment policy with an effective complaint procedure that allows an employee to bypass his or her supervisor to bring a complaint. This kind of policy is aimed at creating a safe and respectful work environment, wherein employees can report harassment without fear of retaliation. The U.S. Equal Employment Opportunity Commission supports the necessity of such a procedure. Harassment in the workplace can come from various sources, such as a direct supervisor, a supervisor from another department, a coworker, or even non-employees like clients or customers.
Given that employees rated the anti-harassment tutorial highly informative, it can be inferred that a robust training module is part of implementing a meaningful and effective anti-harassment policy. Should a complaint be verified as legitimate, the company faces the responsibility to correct these issues or potentially be fined by regulatory bodies such as OSHA (Occupational Safety and Health Administration). Identifying and addressing these complaints confidentially helps to protect the integrity and safety of the workplace.