Job Harassment Lawyers" Advice on Preventive and Remedial Measures
Job harassment lawyers advise companies that it is their duty to implement sensible policies to thwart and remedy harassment is not restricted to putting into effect anti-harassment rules and complaint procedure.
They also state that a company's obligation also consists of educating its administrators and executives to deal with or report to the proper authority issues of job harassment even if they have not been formally delegated to respond to such complaints and even if the complaint was framed in a manner that does not go against the company's specific complaint procedure.
Should administration observe or even suspect any inappropriate behavior, reasonable care demands that they look into the matter whether employees make an internal complaint or not.
For instance, if there are places in the office with graffiti spouting racial or sexual slurs, administration must remove the graffiti even before anyone voices a complaint.
Job harassment lawyers believe that companies must make certain that its administrators and executives understand their duties under the organization's policies that govern workplace harassment.
Periodic training has to explain:
Realistic precautionary practices must include interviewing applicants for supervisory positions to see if they have a record of exhibiting, promoting or condoning harassing behavior.
Lastly, companies are advised to maintain written accounts of all job harassment complaints.
If records are not kept, the company could fail to notice patterns of harassment by repeat offenders.
These patterns would be vital to integrity appraisals and disciplinary measures.
They also state that a company's obligation also consists of educating its administrators and executives to deal with or report to the proper authority issues of job harassment even if they have not been formally delegated to respond to such complaints and even if the complaint was framed in a manner that does not go against the company's specific complaint procedure.
Should administration observe or even suspect any inappropriate behavior, reasonable care demands that they look into the matter whether employees make an internal complaint or not.
For instance, if there are places in the office with graffiti spouting racial or sexual slurs, administration must remove the graffiti even before anyone voices a complaint.
Job harassment lawyers believe that companies must make certain that its administrators and executives understand their duties under the organization's policies that govern workplace harassment.
Periodic training has to explain:
- The kinds of behavior that are prohibited by the company's anti-harassment policy
- The importance of the policy
- The duties of administrators and executives have should they observe or even suspect workplace harassment issues
- The responsibility to lead by example
- The value of filing a formal complaint immediately to the proper authority
- The actions needed to justly address complainants' need for reparation
- The prohibition against retaliation
Realistic precautionary practices must include interviewing applicants for supervisory positions to see if they have a record of exhibiting, promoting or condoning harassing behavior.
Lastly, companies are advised to maintain written accounts of all job harassment complaints.
If records are not kept, the company could fail to notice patterns of harassment by repeat offenders.
These patterns would be vital to integrity appraisals and disciplinary measures.
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