Startlingly, nearly half—48%—of American adults have reported experiencing workplace bullying. As a result, many states have enacted mandatory anti-bullying training and added bullying to the umbrella of “abusive conduct,” which means yes, bullying is harassment.

Training can help curtail this all too common occurrence because, as we’ve all heard before, knowledge is power. But there are a few questions you can ask yourself to help reduce the likelihood of employees getting abused or harassed.

1. Did your company issue an employee handbook?

Employee handbooks set expectations for how employees should be treated. They also can reduce harassment and other types of lawsuits by helping ensure that disciplinary, as well other company policies, are applied consistently to all employees.

Don’t believe us that employee handbooks are awesome? Check out this infographic: The Benefits of a Great Employee Handbook.

2. Does your employee handbook contain comprehensive policies and procedures?

When you update your employee handbook once a year (you’re definitely doing that, right?), make sure your policies and procedures are comprehensive, up to date and compliant with current state and federal regulations.

Learn more: Create a brilliant employee handbook.

3. Did you conduct the proper training?

We already mentioned that several states require training, so make sure you’re doing that at a minimum. You can always go above and beyond to keep your employees safe with additional resources and ongoing training.

4. Do you consistently remind employees about proper conduct?

Sometimes the mandatory once or twice a year training classes aren’t always enough. It’s good to remind employees about the law and your company policies. You can hang posters in the breakroom, send reminder emails every few months or hold ongoing educational sessions.

Did you say you wanted another infographic? You’re in luck! Download the What Could Go Wrong infographic now for more HR risk-related questions you should be asking every day.