The last step is enforcement of the policy, when all this is done then the policies will help safeguard the employees and at the same time reducing on company liabilities since there will be few cases to handle.
Who should be responsible?
Most companies have handed over the responsibility of protecting employees against sexual harassment to the employees themselves claiming that it is them who allow it to happen. Similarly, many individuals have raised the same argument and made recommendations supporting such a move. This should not be the case and is actually one of the factors that have led to the widespread of this vice. Matters are made worse when individuals are given the task of collecting evidence whenever the report such cases to be investigated. Even though this is supported by many, I feel it is inappropriate since individuals have weaknesses that will lead to inefficiency in handling such cases. Whenever a company takes over a sexual harassment case to handle then nothing will deter them since the company cannot be frustrated in any way by the harasser, this is not true with the individual who in most cases is a junior to the harasser and may fear facing serious retaliation from the offender. Companies should come up with a system that allows them to investigate and collect evidence concerning any case of sexual harassment that has been raised so that the complainant is not put to task to do this, this will ensure that such...
Sexual Harassment Workplace Sexual Harassment: A Legal and Psychological Overview Workplace Sexual Harassment, as delineated in the text by Anne C. Levy, & Michele A. Paludi (2001) is a complex issue, marrying human psychology and human sexual and cultural assumptions with the daily demands of the business environment, an environment that can be stressful for everyone where personal relations are concerned. This is why Part I of the text explains not only
Sexual harassment can be legally defined as "verbal or physical behavior of a sexual nature, aimed at a particular person or group of people, especially in the workplace or in academic or other institutional settings, that is actionable, as in tort or under equal-opportunity statutes" ("sexual harassment," 2012). If a person in authority such as a boss, mentor, or official is found pressurizing a person holding an inferior position with
Sexual harassment is not something that has a sole effect on the accuser and the victim. This type of behavior has an influence on everything around them. Sexual harassment policies are put in practice to make sure there is a safe environment and lessen employer liability. There are approaches that can be performed in order to display the commitment that is from people in high places. With that said, this
Sexual Harassment It is important to note that apart from serving as a centre for economic gains, the workplace also serves as a second home as well as a critical social network. Just like any other social network, the workplace also tends to have a distinctive culture which in some cases could be a field of gender-biased traditional beliefs. It is these gender-biased traditional beliefs that at times expose individuals (typically
3) Implement formal and informal problem solving mechanisms, grievance procedures, investigative measures, and disciplinary procedures to resolve sexual harassment complaints. 4) at least once a year, conduct training sessions for employees. These sessions should teach employees what sexual harassment is, explain that employees have a right to a workplace free of sexual harassment and review your complaint procedure and encourage employees to use it. 5) at least once a year, conduct training
At all times, a compliant organization will provide the following to all/each staff/employee: A non-hostile work environment An anonymous and secure system for staff to report sexual harassment/ethical concerns Quick and responsive, unbiased, comprehensive & objective investigation into all claims A safe and courteous atmosphere for our patient population and for our staff An environment void of preferential treatment or discrimination based on gender An environment void of preferential treatment Interim & annual training sessions conducted
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