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Harassment in the Workplace
Harassment manifests in a number of different ways, including verbal, physical, visual, and sexual. Verbal harassment involves racial slurs, religious epithets, or disparaging physical remarks. Physical harassment is defined by physical abuse; this can involve injury, or it may be characterized by any restriction on an individual's physical space and movement. Meanwhile, visual harassment concern any forms of insulting visual posters, computer messages, etc. Finally, sexual harassment involves any unwanted sexual overtures. Common causes of harassment involve gender, age, sexual orientation, religious affiliation, physical disability, socioeconomic status, or one's family. Harassment often has pervasive consequences beyond the act(s) committed, and it affects worker productivity and morale.
The supervisor has a responsibility to take immediate action when harassment surfaces. People may be sensitive or embarrassed to report harassment, so the supervisor should constantly be aware of the potential for harassment...
When harassment does develop, it is important that the supervisor follow internal protocols that have been established in advance; this involves separating the victim and the harasser and attempting to extinguish the feelings of anger and resentment from both sides.
After the situation has been diffused, the supervisor should then conduct a comprehensive investigation; it is imperative that the examination be unbiased and even if one is fairly certain that harassment has taken place, if a biased study has been conducted there are not adequate grounds for punishing the employee. The focus of the investigation must be directed toward proving that the work environment was hostile for a prolonged duration. An isolated instance is not grounds for harassment, although remarks that are made in jest or in passing are not acceptable (for example, California has rejected the "Stray Remarks" defense.) The supervisor should be very sensitive to the severity of the investigation and it is important…
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 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 a dangerous weed which needs to be rooted out from our society. This malady threatens our fundamental constitutional basis of freedom and equality for all. Implementing a good sexual harassment policy at the organizational level and strict enforcement of punishments for offenders is the rightful solution to the problem. Sexual harassment has assumed huge proportions and is an omnipresent problem raising its hood in all social and professional
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EEOC/HRM Equal Employment Opportunity & HRM In this short essay, we will explore the implications of the Americans with Disabilities Act, Title VII with regard to religious discrimination, reasonable accommodations and EEOC procedures. Such regulations can be difficult to administer and can backfire in lawsuits unless HR professionals understand the laws, regulations and how to facilitate their observance. By properly doing this, embarrassing and expensive lawsuits can be avoided and EEO policies
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