Archive for the ‘Harassment’ Category
July 16th, 2010While work related sexual harassment is certainly not a recent problem, legal liability for it has only recently gained legislative attention. The first sexual harassment case under Title VII was decided in 1976. In 1991, Title VII was amended to allow victims of sexual harassment to recover damages under federal law. In 1993, a Supreme Court decision made it easier to adjudicate damage under this law. The federal Equal Employment Opportunity Commission states that all covered employers should provide sexual harassment training and several states have taken those guidelines to more specific extremes. California’s AB 1825 of 2004 is among the strictest and most demanding of these requirements. For businesses in these states, offering training is not just good prevention, it ismandatory. Furthermore, recent decisions have upheld complaints against companies that did not communicate or enforce policy, even though policy was in place.
But compliance and legal liability are not the only reasons a responsible business should provide anti-harassment training to its employees. In 2009, the Equal Employment Opportunity Commission received 12,696 charges filed under Title VII alleging sexual harassment discrimination. Even though about half (47.7%) were closed with “No Reasonable Cause”, the reported cost of those claims was $51.5 Million dollars, NOT including monetary benefits obtained through litigation. In addition, costs resulting from employee morale can not be unheeded. The article, “Sexual Harassment in the Fortune 500,” (Working Woman, Dec. 19, 1988) claims that “ignoring problems of sexual harassment can cost the average company up to $6.7 million a year in low productivity, low morale, and employee turnover and absenteeism.”
Some businesses have worried that implementing training programs would encourage lawsuits, but according to Caren Goldberg of American University’s Kogod School of Business, “If an employer is sued, proof that sexual harassment training was offered may be one of the best defenses.” A study in the journal, Psychology of Women Quarterly, shows that subjects were no less likely to seek legal counsel after receiving sexual harassment training than the control group that did not receive training. Considering the high number of “No Reasonable Cause” claims, training could even possibly reduce weak claims by educating employees to interpret what does NOT constitute a violation and by demonstrating non-litigous ways to address concerns.
Another barrier to providing training is the cost of doing so itself. With the passage of California’s AB 1825 training mandates, there quickly followed an explosion in the training industry. Many sexual harassment prevention courses and price points are available to choose from. Employers can choose from on-site, in-person guest trainers, online webinar courses, and web-based training courses where employees work at their own pace and receive personalized instruction through email and IM.
A business that adopts quality sexual harassment policy and then provides quality training to its employees, can create a positive and productive corporate culture that will impact the bottom line and have employees lining up at the door to apply.
To get more information on web-based sexual harassment training and how it can help your business, visit New Media Learning, the market leaders in employee compliance training.
June 12th, 2010Whether you may be disabled or not disabled, it is your right as a consumer to be made accessible to the goods and services you wish to purchase from sellers. The consumer’s basic rights should always be made accessible to you.
As a company that provides basic services and commodities to consumers, discriminating against disabled persons might be the last thing you would want to do. Disabled people are also protected by rights that prevent them from being discriminated by any company that offers their services to anyone. Hotels, building and architecture, schools, the police, banks, air planes, theaters and opera houses, movie houses, the church, hospitals, courts of law and public transportation.
If a company is found to be discriminate against a disabled person by offering them sub-standard services or goods or providing services not up to par with what they are advertising, then they can be sued for by the disabled person. If a handicapped person is in need of a wheelchair while traveling, the airplane should be ready to provide one as well as they should be expected to have one ready. If a hotel refuses to service a mute and deaf man because no one understands sign language, that itself is discrimination. The hotel should be service ready to provide and adjust to anyone.
If a company wishes to exclude the disabled people from their roster of clients, they need to provide a good and valid reason why they cannot do so. If they cannot, the company is then required to perform the task and demonstrate that they are not equipped or trained to handle the situation involving the disabled person.
Needless to say, a disabled person being discriminated of service within his own company is much worse than that of the consumer. The disabled person, though an employee, becomes a consumer once he decides to avail of the services provided by the company. If the company refuses to provide the goods or service without a justifiable reason, then it can be considered both a discrimination by disability and discrimination as a consumer.
To find out exactly how employee bullying works, visit this website about what you can do to protect yourself..
June 11th, 2010Unfortunately for some people, bullying might not end as we graduate school. Workplace bullying is a fairly common problem. If you are dealing with this problem, some help may be in order. Consider these ideas carefully.
You will find that the bully will use various methods to torture their victims, including verbal and nonverbal abuse. The abuse can be both physical and psychological. There are many things you need to know if you are suffering from this, so explore a few of your options.
You can be bullied by both your co-workers and superiors. Whoever is bullying you isn’t important, you do not have to deal with it. Most people, when they have been pushed too far, will consult with the human resource officer employed by their company to help with the situation. Understand that physical threats should not be tolerated, so consider speaking with an employer or the police.
Many people will discover that discussing the issue can help them feel better about it and gain the courage to do something about it. That person might be a family member, or a close friend or mentor. Avoid bottling your emotions up by seeking the advice of an individual you trust.
It is important that you continue to do your job and do it well. The bully is going to want you to fail at everything you do, including your work. Every instance of success in the workplace is a loss for the bully, and a victory for you. Try and retain control of your daily life and don’t allow them to hurt your work ethic and performance.
If all other options have failed to bring you any relief, it might be time to confront the bully head on. If you decide to do this, be sure and remain calm and professional. Never show any weaknesses by crying or getting upset or angry. All of these things can encourage a bully to keep coming back for more. Another point is that you must never be forced into isolation. Keep your workplace friendships intact.
Bullying is a terrible ordeal, one that you don’t have to put up with. You have many options available to deal with the situation, so explore them carefully. Speak with your companies human resource officer or a superior in the workplace that can help you. Even consider a confrontation with the individual, if you can do it professionally. Either way, taking a stand is the first step in ending this nightmare.
Handling workplace bullying can be a delicate situation when you are concerned with holding onto your job. You should report workplace harassment or threatening statements and activities immediately.
