Showing posts with label sexual harassment. Show all posts
Showing posts with label sexual harassment. Show all posts

Monday, July 1, 2013

Stop the Harassment and Discrimination in the Workplace Environment


When I hear or read about an employee who had to leave their place of employment because of office harassment or discrimination it infuriates me. I want to know--- what was the manager/owner doing at this time. Why wasn’t the manager/owner doing their job?

If managers/owners do not know their employees and what is happening in the office---then I say---you are not doing your job. You have the legal responsibility of maintaining a workplace without discrimination or harassment.

Managers/Owners are responsible for securing a safe and pleasant workplace environment. If they are not monitoring the flow of the work and how well the employees communicate with each other. Then they are leaving the law suit door open for the employee(s) who might bring a lawsuit against the manager/owner and the company. One large lawsuit can close a company down and damage the lives of the other employees who are completely innocent of any wrong doing.

If you are an owner of a company who has hired a manager to operate your business then I presume you are monitoring the manager and your business with surprise visits. In these visits walk around the office alone and watch the employees at their duties. Then notice the ones grouped together at lunch time and then look for that one or maybe two employees who are eating alone.

If you are a savvy owner you will wait until lunch time is over and then talk with the one or two employees who are not lunching with the group. You may find out that an issue needs to be addressed---or you may find out they like to talk alone at lunch ---so no issues there.

Then talk to the manager and see what she/he says about the employees and if--- he/she does not know about the two groups at lunch. Then something else might be transpiring in the office---like harassment or discrimination. If the manager makes up excuses and gives argumentative answers; then you might need to protect your business---by getting a manager that has your concerns and your back.

Managers are legal trustees who are entrusted to control property or to act on behalf of and for the benefit of another---like the owner in this case. When an owners hires a manager it should be done in a professional manner by checking the references, background checks and drug screening.

Make sure you ask in the references if there were any issues you should be made aware of that might affect your business. Because the manager you hire will have in their care, custody and control all your employees and business.

In the interview with the applicant for manager---cover all the areas that might occur in discrimination or harassment in hiring, firing, salary or promotions centered on:

  • Age---Discrimination is forbidden for ages 40 and over---but does not address the age of anyone under 40.
  • Disabilities
  • Gender
  • Pregnancy
  • Race, color, ethnicity, national origin
  • Religion
  • Immigration Status---make sure the manager knows that it is illegal not hire someone because of their accent or being from a foreign country if they qualify for the position. Managers should know what legal documents to ask for and to verity the applicant can work in the USA.
  • Make sure the I-9’s are filled out properly and the correct documents are examined before the witness signs the I-9 as someone who represents your company. Everyone in the office should know all the rules and regulations for this form.


A pleasant working environment is what makes an office, business, or corporation more productive; therefore, the company’s assets will increase daily.

Have the manager give monthly training in staff meeting on all aspects of workplace harassment and discrimination.  And have worksheets for each employee to complete and turn in at the next meeting with any questions that might need clarification.

As the owner---visit the meetings and read the questions submitted. Then ask the manager how she/he handled the answers and if the employees accept it as understanding.

This training will take a while---but it will be worth it to your employees and business. After the training is completed have each employee sign a form stating they completed the course---give them a copy of the form and put the other one in their file.

If any issue arises in reference to an employee harassing or discriminating against another employee---just pull out the form he/she signed and asked them to tell you their side of the issue. Of course all managers/owners know to always have a witness in the office while talking to an employee--- to keep it legal and protect yourself and the business.

Tell them under no certain terms they will not remain in your employment if this ever happens again. This is a violation against everyone in the company. Then have them sign a form stating exactly what just occurred and what will happen if their actions reoccur again.

Then talk to the employee who was the object of harassment or discrimination and let them know the issue has been dealt with---but feel free to report anything else that occurs.

Any business owner knows the strength of a successful business is a pleasant workplace environment. So make sure you are in control and stop the harassment and discrimination in the workplace.

© BEPH 2013 All Rights Reserved

Workplace Where Professional Attitude and Excellent Behavior Prevails
A Savvy Boss--Link Below
http://purvisbobbi44.hubpages.com/_ll5zmu0qryfw/hub/A-Savvy-Boss-gives-Birth-to-Productive-Employees