Indecent Proposal in the world of work - An overview of harassment in the workplace

and employers Lia
The charge of harassment in the workplace is a growing phenomenon on the part of businesses in the U. S. The following is an article from The 2003 seminar at the National Business Aviation Association () NBAA Convention in Orlando, FL visited derivatives. The full name of the seminar was - Indecent Proposal in the world of work - An overview of harassment in the workplace and the responsibility of the employer. The seminar was presented by Patricia Griffith and Ellen Ham of the Chancellery of Harrison Ford in Atlanta.

True to its billing, lawyers, Griffith and Ham gave practical examples of harassment issues companies are now employed. Griffith noted that juries are awarding large sums of settlement companies as jurors see a certain arrogance in the workplace is seen by firms. The arrogance of labor lawyers characterized as a person in a position of authority over another person, and that the abuse of authority. Because the jury's perception of business practice [ie the indifference], they tend to make judgments against the defendants large, ie society.

While a lot of people think that the issue of sexual favors, the primary reason for the harassment, sexual innuendo Garner, numerous other complaints. In 2002, the EEOC reported that complaints of sexual harassment has remained level for the first time in three years. However, racial problems - in particular national origin - doubled in the last ten years. Many complaints of discrimination against Muslims in the aftermath of the September 11 terrorist attacks, America has received.

Complaints of harassment are likely to be taken against employees because they are against superiors. It is interesting that in the area of sexual misconduct, the definition of sexual harassment is defined much more clearly what vs. consensus definition of what is not welcomed. Griffith said: "... is all that is currently not allowed. Consent is not important. Consensual The deal gone bad, what is causing the problem." In other words, the sexual relationship was good all the way up to this point, if not good to break problems.

Griffith illustrated their point with an example of two people who had an affair gone bathroom. The company has had problems when trying the problem, transferring an employee to a different service to correct. Unfortunately, the transferred employee, a woman and her perceived discrimination, that is, if the employee has acted against the company. Juries, the cases ultimately decide to feel increasingly likely, discrimination, even if the intention otherwise.

To protect yourself, put Griffith, that companies should do the following:

* Establishment of a comprehensive anti-bullying. Zero tolerance for sex, race, disability and practices.

* Creating a user-friendly complaint system. Two people called to report the problem in a country other than their superiors.

* Employee orientation. When new employees begin their work, this is the best time to learn them through the company's anti-bullying policy. Have employees sign and date a share.

* Laminate and post your company's policies.

* Train your manager.

* Identify who will investigate the complaint. It is not always the same person who lodged the complaint is received.

* Prepare for your examination. Review personnel files, attendance records, all the formalities and to identify all potential respondents.

* Prepare a list of important questions - what do you do when someone refuses to testify?

* Examine your questions - do not wait. Juries want proof that you have studied the issue immediately.

* Examine in depth. Each member, the case must be questioned.

* If temporary measures - do not leave the two people together.

* Take appropriate action.

* To be communicating a decision: Do not leave the victim in the balance.

* Document everything carefully.

The seminar was presented with real life examples of harassment that caused visitors to reconsider how they approach a packed special situation. In addition, a ten question quiz was given to help us understand how bullying at work is seen today. Interestingly, many of these answers are subjective and depends on what action has taken a company before the case went to court. Griffith and Ham for effective communication to the public that a company's reputation and bottom line suffer from less severe, if the previous steps have not been properly. Fortunately, showed that many of the participants have learned some important lessons to bring them back to their respective owners.

Treat:

There are three categories of problems for businesses:

A high level of management.
Council action.
Negligent inaction.

All three cases must be defended in court!

Consensual see Welcome

Simply because a person who agrees to say something that is welcome! Juries today are to distinguish between the two.