Lately, sexual harassment and misconduct have been all over the news. Experiencing preventable sexual apprehension is a frequent and frustrating creepy occurrence. When it comes to sexual harassment behavior, it shouldn’t be tolerated in the workplace. Physical attack and sexual harassment are, regrettably, more common than anyone have a desire for it to be. These issues can happen in your office. If a circumstance takes place, you are supposed to handle the allegations critically and have a procedure for avoiding any sexual misbehavior. Speaking out against sexual assault and harassment is a complicated thing to do, and offenders are hard to identify, you can with no trouble have some in your office. Therefore, here are some of the ways of how you can fight sexual harassment in the place of work and create a safer work atmosphere.
First, you are supposed to create a sexual harassment policy. The best technique to educate your employees regarding sexual harassment is by creating a guiding principles and regulation. Publish this policy in your employee handbook, but have the document available at all times and revisit the policy during regular meetings. In the policy, outline all behaviors that are considered inappropriate. Emphasize on certain behaviors, for example sending unsolicited messages and images, groping, catcalling, threatening, and stalking. State the meaning of sexual assault and harassment, and misconduct as well. Draw attention to the significance of this problem and how the concern and behaviors are defined. The guiding principles doesn’t only serve as a legal source of sexual harassment, but also serves as a protective blanket for budding victims. The policy states your company takes harassment very seriously. Therefore, no employee should be intimidated when reporting harassment.
Secondly, you should emphasize on sexual harassment, and assaults are against the law. Sexual harassment is illegal according to the U.S Equal Employment Opportunity Commission (EEOC). There are a small number of laws monitoring rude or teasing comments, there are instances where harassment could go into the hands of the bylaw. The victim can charge the offender if he or she possibly will prove there was workplace violence. The consequences could be termination from work, a restraining order, and depending on the brutality, imprisonment. Some example of workplace violence include, assault, battery and stalking. Our law makes proving harassment difficult but always trusts your instinct. Additionally, it’s difficult when you’re faced with a situation, and you cannot distinguish who’s at fault. When sexual harassment or physical attack situation is placed in front of you, utilize your most outstanding judgment. If the member of staff has evidence, terminate the offender. If the details are messy, advices the victim goes to authorities or hire a lawyer such as one from this law firm.