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What is an employer’s role in reducing sexual ha

What is an employer’s role in reducing sexual harassment in the workplace? Discuss methods employers can use to educate their employees.Post a substantive response to the question (minimum 250 words). Reply in a scholarly and substantive manner the following two classmates(Christine)As an employer, you have a responsibility to maintain a workplace that is free of sexual harassment. This is your legal obligation, but it also makes good business sense. If you allow sexual harassment to flourish in your workplace, you will pay a high price in poor employee morale, low productivity, and lawsuits. There are many ways you can help in preventing workplace harassment.Make policy information available to all staff. One of the first steps to take in these regards is to ensure that all staff members are aware of the company’s sexual harassment policy. This includes the appropriate training and certification, depending upon industry or business-specific rules. Employees should be able to access these details at all times, and understand that actions associated with sexual harassment will not be tolerated in the working environment, and that these instances will be investigated by the HR team.Offer several ways to file a complaint. One of the most pressing challenges of sexual harassment is that complaints are never filed in the first place, and therefore cannot be investigated and handled by the HR team. It’s important that employees are provided with several different avenues for filing a complaint. In this way, the person impacted by inappropriate behavior can feel more comfortable discussing the issue with a company representative. In addition to worker’s direct manager, staff members should also be able to bring complaints to the business’s CEO or president, another indirect manager, and, of course, members of the HR team. If an incident takes place in a work setting, employees should have several different ways available to them to report a complaint.Respond swiftly when a complaint is filed – or if the HR team hears about any incidents ahead of a formal complaint – it’s imperative that HR stakeholders respond immediately. Any appearance or situation demonstrating hesitation or disregard on the part of HR could result in legal repercussions. Delays in addressing the issue only serve to worsen the situation.Ensure proper notification and communication. A critical responsibility on the part of the HR team during sensitive instances of this nature includes properly documenting the situation, as well as communications that take place with involved staff members. As the Society for Human Resource Management pointed out, HR stakeholders should create a detailed report that summarizes interactions and the results of the investigation, and provide these findings to company officials. In addition to discussing the issue with the person that has made the complaint – and ensuring that he or she is safe from any subsequent inappropriate actions or retaliation for reporting the incident – HR should also speak with the accused individual. From here, HR representatives can interview any individuals who may have witnessed the incident. Using open-ended questions during these discussions is best, as it helps interviewers avoid any perceived biases and can better support the search for details that can prove or disprove the accusation. I also believe that yearly trainings and modules will help employees keep up with the ever changing laws and keep up to date with what is acceptable and unacceptable. ReferenceMuller, Max. (2013) The Manager’s Guide to HR. New York(Andrew

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