At all times, a compliant organization will provide the following to all/each staff/employee: The human resources or security office are the prime centers to report sexual abuse activity. If the organization has a human resources office and a security office, it is best to file a complaint with each. A written complaint to the direct manager and the union representative is also necessary. Filing complaints internally is necessary prior to including a personal injury attorney to represent further litigation on harassment claims.
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 by the ethics committee for each employee to assess knowledge and judgement in possible sexual harassment situations.
A human resources staff with specialists in sexual harassment emotional support
Security personnel with investigative training in sexual harassment procedure
An in-house syndicate dedicated to preventing further cases of sexual harassment
As an organization, each staff member, and each employee must read, comprehend, and acknowledge the following ethical behavioural model for expected behaviour while at the workplace. This is to mean, on duty or off duty, while on the premises.
The Code of Ethics is similar to a Code of Conduct such that the ethics provide the guiding principle to the tenets listed in a Code of Conduct. Conduct is expected to be becoming of a responsible member of society that is acting in a role critical to successful organizational outcomes.
Amiable behaviour is encouraged and the corporate body does understand the nature of sexual attraction and interaction at the workplace. The expected level of behaviour regarding personal conversation is not expected to go beyond what is considered to be 'reasonable terms of expression' when speaking about endearment or attraction.
Organizational members are expected to remember, at all times, professionalism supersedes personal, non-work or family related goals. Romance at the workplace is considered a non-urgent and personal matter. As organizational members are hired to perform a specific duty, task, or responsibility, ethical violations that include sexual harassment, issues of embezzlement, or other acts of a questionable nature will be investigated accordingly.
The Code of Ethics for organizational members is to protect each member's right to a safe and harassment-free work environment. Professionalism is the paramount quality of our member organization and is the guiding quality of character expression we seek from each member.
What to do if being sexually harassed
Sexual harassment is to be avoided. All staff and employees are to adhere to the following ethical code of the organization. Staff will include all administrative personnel with no clinical responsibilities. Employees will include all non-clinician and all non-administrative personnel, and will include all non-critical personnel such as operations and maintenance workers, and ground security.
The following Code of Ethics is expected to be followed by all staff and employees, while on the premises... At ALL TIMES.
Exhibit a professional level of respect for all employees at all times
There is to be no cursing at any organizational member or patient, or derogatory slander
Our organizational members are educated individuals, exemplary communication is expected
Language that is sexually charged is prohibited.
Language that causes a female employee to feel 'cheap' and less than her capable of fulfilling her organizational role and job responsibility is prohibited
Confirmed lewd or insidious comments toward organizational members or patients will be addressed with ZERO-TOLERANCE
Interaction between male and female organizational members is expected to be professional, tasteful, and resulting in positive emotional response and a positive work related outcome
Unwelcomed sexual advances may come in multiple forms. Physical touching from areas including the arm and shoulder may advance to the buttocks, or thigh/inner thigh, which may cause alarm and a sexual harassment report. Often times, the male will say the action was warranted as he is attracted to the female and his initial touching was not deemed inappropriate. This excuse is not a rationale for the behaviour exhibited by the male in this example.
Such sexual advances are going to continue until hard and fast action is taken. Indeed, the victim of the attack must be firm about disliking the sexual advances and must also insist on reporting the sexual harassment to the organization. Usually, such action will stop the harassment from continuing and return the work environment to normalcy.
Should the harassment continue however, then a formal complaint is to be filed internally with the employer. The harassment should be tape recorded, if possible. Any evidence of proof concerning the harassment should be gathered or obtained to prove beyond a shadow of a doubt that there is sexual harassment occurring at the work place.
Requests for sexual favors are becoming a common occurrence at the work place and is a very direct and disgusting form of harassment. Sexual favors at the work place is an example of the type of activity that can happen when the power relationship is abused. Mentioned earlier, the power relationship occurs between an authority figure and a subordinate. The subordinate often succumbs to the authority and is likely to yield to sexual advances, which were the situation not work involved, would not yield to the sexual advances and is therefore subject to duress.
Demands for physical sexual favors from a legal perspective is a violation of the employee's right to a non-hostile work environment. Ostensibly, any sexual harassment claim is a violation of the employee's right to a non-hostile work environment. However, the unprofessional nature of an outright request for sexual favors from a legal perspective is an unquestionable violation of one's legal rights and is grounds for a lawsuit.
Overt verbal or physical conduct of a sexual nature can be a subversive or an overt manner of sexual harassment. Verbal abuse of a sexual nature often remains unreported as an act of sexual harassment due to the relative dismissive nature of verbal 'cat calls' and other such methods of communication. The method many organizations employ to handle verbal harassment is to incorporate more than two individuals at a time when the abusive party meets with the supposed victim.
The importance of including an additional party to prevent the situation of verbal abuse or physical touching is at times the only way to prevent the sexual abuse from occurring. The presence of another co-worker is often a strong deterrent to ward unprofessional behaviour at the work place and will prevent abuse of workers of a sexual nature.
From a legal perspective, verbal sexual abuse is not less severe than physical sexual abuse however, to prove a case of verbal sexual abuse requires either a witness to the crime or evidence either through video or audio proof that captures the act of abuse in action. In instances of tremendous verbal sexual abuse, using an audio recorder to record the abuse is common. Often, receptionists at construction companies that are facing sexual abuse will capture audio evidence of overt verbal sexual abuse to file a complaint.
Burda, D. (1996). ACHE survey response spurs expedited sexual harassment policy. Modern Healthcare, 26(42), 2. Retrieved from http://search.proquest.com/docview/211917247?accountid=13044
American Society for Industrial Security International. (2005). Retrieved October 5, 2005, from http://www.asisonline.org
Berger, David L. (1999). Industrial security (2nd ed.). Woburn, MA: Butterworth-Heinemann.
Colling, Russell L. (2001). Hospital and healthcare security (4th ed.). Woburn, MA: Butterworth-Heinemann.
Defending America.org. (2005a). The Department of Homeland Security: An overview. Retrieved October 5, 2005, from http://www.DefendingAmerica.org
Defending America.org. (2005b). The U.S.A. PATRIOT Act. Retrieved October 5, 2005, from http://www.DefendingAmerica.org
Fennelly, Lawrence J. (Ed.). (1992). Security applications in industry and institutions. Woburn, MA: Butterworth-Heinemann.
Fischer, Robert J., & Green, Gion. (2004). Introduction to security (7th ed.). Woburn, MA: Butterworth-Heinemann.
Hecht, Sheldon J. (2003a). Business plan executive summary. Severna Park, MD: Hecht & Associates, LLC.
-- -- . (2003b). Disaster management planning. Industry White Paper. Severna Park, MD: Hecht & Associates, LLC.
-- -- . (2003c). Guidelines for HIPAA security. Virtual Forum. Alexandria, VA: American Society for Industrial Security.
-- -- . (2001). Emergency planning -- Crisis intervention in schools. In Business Practices Reference (Vol. IV). Alexandria, VA: American Society for Industrial Security.
-- -- . (1997). Protective services department security policy manual. Baltimore: St. Agnes Healthcare System.
International Association for Healthcare Security & Safety. (2005). Code of ethics. Retrieved October 5, 2005, from http://www.iahss.org
McCabe, M.P., & Hardman, L. (2005). Attitudes and perceptions…
The human resources or security office are the prime centers to report sexual abuse activity. If the organization has a human resources office and a security office, it is best to file a complaint with each. A written complaint to the direct manager and the union representative is also necessary. Filing complaints internally is necessary prior to including a personal injury attorney to represent further litigation on harassment claims.
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
This must be done with care so that the accused offender does not attempt to take retaliatory action against the accuser. The Goforth article discusses how the Equal Employment Opportunity Commission and the Ohio Civil Rights Commission use outreach programs to show business leaders how a proactive approach to sexual harassment issues can prevent lawsuits, protect bottom lines and preserve reputations. The article recommends that employers must take an