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عنوان فارسی مقاله:
جلوگیری و اصلاح آزار و اذیت در محل کار: دستور کار برای کارفرمایان
عنوان انگلیسی مقاله:
Preventing and correcting workplace harassment: Guidelines for employers
سال انتشار :2016
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بخشی از مقاله انگلیسی:
3. Best practice recommendations for anti-harassment
programs A fundamental step in preventing and remediating harassment is the presence of a comprehensive anti-harassment program. The EEOC (1990) Policy Guidance on Current Issues of Sexual Harassment advises that employers should: Take all steps necessary to prevent sexual harassment from occurring, such as affirmatively raising the subject, expressing strong disapproval, developing appropriate sanctions, informing employees of their right to raise and how to raise the issue of harassment under Title VII, and developing methods to sensitize all concerned. BUSHOR-1337; No. of Pages 11 2 J.B. Becton et al. Based on a review of the EEOC guidelines, professional standards of practice in human resource management (e.g., Bryant, 2012; ‘‘Harassment,’’ 2014; Slobodien & Peters, 2012), and human resource management research (e.g., Bernardin & Russell, 2013; Cascio, 2013), our recommendation for a complete anti-harassment program includes: 1. A clear anti-harassment policy; 2. An explicit statement of prohibited behaviors that can be considered harassment; 3. A complaint procedure that encourages employees to come forward with harassment complaints; 4. Protections for complainants and witnesses against retaliation; 5. An investigative strategy that protects privacy interests of both the alleged victim and the accused offender and ensures confidentiality to the extent possible; 6. Periodic management training and employee awareness programs that continue to communicate the organization’s position on this issue; and 7. Measures and processes to ensure prompt corrective action to stop ongoing harassment, and appropriate remedial and disciplinary actions for offenders. 3.1. Anti-harassment policy Paramount to an organization’s ability to prevent and correct harassment is an official written policy that documents prohibited behaviors and communicates how the organization will respond if prohibited behaviors are witnessed or reported to management. To exercise reasonable care, an employershould establish, disseminate, and enforce an anti-harassment policy and complaint procedure (EEOC, 1999). While organizations are not required by law to have an anti-harassment policy,the EEOC’s enforcement guidance notice on employers’ liability for unwanted harassment states that ‘‘it is generally necessary for employers to establish, publicize, and enforce anti-harassment policies and complaint procedures.’’ Enforcement Guidance (EEOC, 1999) further clarifies that the absence of such policies and procedures will ‘‘make it difficult for an employer to prove that it exercised reasonable care to prevent and correct harassment.’’ Legal advisors suggest that employers can greatly reduce or avoid liability for harassment by implementing a comprehensive policy against harassment (Plump, 2010). Research supports this assertion, showing that organizations with no formal harassment policy tended to suffer more negative legal outcomes regarding harassment claims cases (Kulik, Perry, & Pepper, 2003; Terpstra & Baker, 1992). Merely having an anti-harassment policy, however, is not sufficient; the effectiveness of policies may be limited by missing elements (Reese & Lindenberg, 2002, 2004) or the absence of top management support. Both the absence of antiharassment policies and the absence of key policy elements can degrade harassment prevention, resulting in negative consequences for individuals and the organization if harassment does occur (Fusilier & Penrod, 2015). The EEOC (1999) suggests that top-management support is crucial for promoting a zero-tolerance anti-harassment culture. Specifically, experts recommend that the policy include a statement from the CEO stating firmly that harassment will not be tolerated (Cascio & Aguinis, 2005).
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کلمات کلیدی:
Preventing workplace harassment https://wellsfargoworks.com/management/article/preventing-workplace-harassment Jun 24, 2016 - Preventing and correcting harassment in the workplace. Employers can support diversity in the workplace by promoting an environment where ... WORKPLACE HARASSMENT INVESTIGATIONS: NEW RULES www.jaygputnam.com/2016/11/15/workplace-harassment-investigations-new-rules/ Nov 15, 2016 - WORKPLACE HARASSMENT INVESTIGATIONS: NEW RULES ... as a means of preventing and correcting workplace sexual harassment. Harassment Page www.eeotrainer.com/harassment.html Preventing and Correcting Workplace Harassment (Course for Managers). These courses explain what constitutes “harassment” in violation of the law and your ... 3 Steps to Eliminating Sexual Harassment in the Workplace ... https://crginsurance.com/3-steps-to-eliminating-sexual-harassment-in-the-workplace-2/ May 7, 2015 - Prevention is the best tool to eliminate harassment. Employers ... Preventing and Correcting Sexual Harassment in the Workplace Below are ... A Lesson in Preventing & Correcting Discrimination - Sullivan & Ward www.sullivan-ward.com › Employment Law Jan 12, 2012 - A Lesson in Preventing & Correcting Discrimination ... committed to preventing and correcting discrimination and harassment in the workplace.
