Harassment Management

ReferencesCNET Networks, Inc. (2003). Making Your Harassment Policy Work. Retrieved on August 13, 2008 from web site http://jobfunctions.bnet.com/abstract.aspx?docid=60489Inc.com. (2006). Improve Your Communication Skills. Retrieved on August 13, 2008 from web site http://www.inc.com/guides/growth/23032.htmlMichael A. and Mark H. (2008). The First Rule for New Managers. Retrieved on August 10, 2008 from web site http://www.manager-tools.com/2008/03/the-first-rule-for-new-managers/Robert D. H. &

The employer must conduct an internal investigation by interviewing the parties involved and witnesses. The article also mentions the 1964 Civil Rights Act and the Age Discrimination Act of 1967 to explain the root of the guidelines, and gives further analysis using different clarification approaches to clarify the legal concerns involved. In order to describe prevention methods, the article straightforwardly states what a manager prerequisites. Training and informing the employees is the law. The article’s approach and statements mentioned how to deal with legal matters and to make sure that they are valid. Managing harassment and discrimination problems is not only a responsibility, but also makes good business sense. Maintaining a workplace free of discrimination and harassment by doing whatever is necessary to prevent complaints from occurring in the first place, and stopping them before they reach the level of lawsuits are acceptable methods of dealing with legal issues.

Providing training about harassment has proven beneficial to the business environment. As the former EEOC Chairman stated “Sex harassment has developed as one of the great lessons in how education can have an effect on an offensive practice.” There are education campaigns educating not only employees but employers about what harassment entails, how to prevent it, and how to deal with a claim. (Glazer, 1996) In fact, most

Harassment has plagued the world for centuries. Why should the workplace be any different? Sexual harassment and workplace violence are not only of historical roots, but contemporary issues are still present in the workforce today. Managers are addressing and combating modern sexual harassment and workplace violence, however instances still occur (Robbins, Decenzo & Coulter, 2011).

There will be a lecture and group activity meeting held every six months in regards to discrimination, harassment, and accountability. There will be behavior stimulation activities to ensure that attitude and behavior adhere to these policies. These meetings should last approximately 30-60 minutes. Any and all questions about these policies can be addressed during this time to make sure everyone thoroughly understands these topics and our policies associated with them.

In fact, sexual misconduct and harassment include variety of unsolicited behaviors, it could be difficult to display all related sexual harassment behaviors in any policies, the ethical codes or even legal statute. For example, along with the development of technology, new types of sexually violent behavior have arisen. Without a mutual agreement, taking

The training must include information and practical guidance regarding federal and state laws that prohibit sexual harassment, including prevention and correction of harassment, and remedies available to victims. The statute specifically requires employers to use practical examples aimed at instructing supervisors in the prevention of harassment, discrimination, and retaliation.

Discrimination and harassment can come in different forms, some discrimination could be seen as indirect for example a care worker spending an extra ten minutes with client A because they get on with them better than the next client, client B therefore rushing the client B’s session, while this may seem only minor at the time client B isn’t receiving all of the time they are entitled to and a lower standard of care therefore this would be seen as discrimination and could be sent to court. Most acts however are direct and have more meaning behind them this could be presented in many different form verbal and physical is the most common way delivering harassment and it could be of a race, sex, faith or other difference to discriminate on. However

I responded to 1180 Hunters Mountain Parkway in reference to a harassment call. Upon arrival, I made contact with Stevie Ivey. Ivey stated that him and Jimmy Smiley got into an argument on the way home from Publix. Ivey stated that when he they both got to the residence, Smiley pulled out a pair of pliers and said, "I'll hit you in the head with these." Ivey then stated that he was going to call the police. Smiley was not on scene at the time off officers arrival.

We must ensure they are given their rights and responsibilities as they are human beings and are entitled to a safe work environment. The unsafe environment of these health care employees goes against the Catholic social teaching of Dignity of Work and the Rights of Worker. Nurses and personal support workers are not in a safe environment due to the harassment that occurs. Employers have the responsibility to ensure the environment of their workers are safe and it is not being assed. As Catholics we must take the social catholic teaching into consideration and enforce laws that protect these employees. The catholic social teaching of Solidarity means to bring society together as one and not dismiss any issues that occur. We must use this Catholic social teaching and together we must work together and find ways to promote a safe work environment. Overall, employees are entitled to a safe workplace, these employees in the workplace environment should be given their rights that they

Work place policies regarding sexual harassment is the main issue discussed in this article. Sexual harassment has continued to be a challenge within the workplace. According to a recent review of sexual harassment related resolutions, employers have paid over $732,976.00 in sexual harassment fines (Hobson, Szostek, & Fitzgerald, 2015). The EEOC has issued written guidelines for appropriate strategies employers should use to handle workplace sexual harassment and specific ways to address it. It is the employer’s duty to proactively work to protect all employees from any type of sexual harassment by following sexual harassment policies and procedures that are put in place. Failure to implement and follow the policy and procedure in the workplace can and most likely will lead to liability should an EEOC investigation or lawsuit occur. The employer needs to disperse copies of the policies and procedures and post them in central locations throughout the organization and address sexual harassment in the employee handbooks. The policy and procedures need to clear

Taking steps such as creating anti-harassment policies and "techniques for handling it" can really improve the work environment ("Overcoming sexism in the workplace" ). Enforcing new rules will prevent unfair disadvantages among the people of the workplace and create equal opportunities that do not discriminate against gender. Adding consquences for breaking the rules can make people start to think before they do or say something to harass someone. Placing a system to follow can improve fairness throughout

When an employer has a clear and written policy prohibiting sexual harassment available to all staff then everyone is aware that such negative behaviors will not be tolerated in the workplace.

The objective of providing sexual harassment training is to provide knowledge of what behaviors can be considered sexual harassment, prevention of such behavior, and consequences for violation of sexual harassment policy. This training is necessary to show employees they are a valued resource, and the company takes an interest in employee safety and satisfaction while maintaining productivity. The organization will annually provide an interactive training on the company intranet over a one month period. All employees will receive email notification they are signed up for training with required completion by month end. The first part of training will consist of reading the sexual harassment

If an employee feels they are being harassed on any of those grounds, the can take a claim to the Equality Tribunal.