Ways to Solve Harassment In the Workplace

Workplace harassment can take many forms and can be difficult to deal with.

People have widely varying personalities, and it is unrealistic to expect everyone to like one another. However, most managers are aware of the need to establish limits to workplace conflict. The demand that employees be civil and respectful to one another helps to avoid distractions and improve operational efficiency. When harassment takes place, there are a variety of possible resolutions.

Communication with Offender

At least some workplace harassment stems from people's disparate preferences in relating to one another. What one person perceives as playful teasing, another views as a personal attack. Sexual expression is exceptionally vulnerable to misinterpretation, whether verbal or physical. "Honey," "dear" and "sweetie" can be accepted as friendly or as demeaning. Most company policies and laws require the alleged victim to communicate to the alleged offender that the particular words, contact and behavior are unwelcome.

Informing Immediate Management

If an offender is informed that the behavior is unwelcome and refuses to change it, supervision must be made aware of the situation. Managers might act promptly to remedy the situation out of benevolence or genuine concern. However, even less altruistic managers can still act decisively. Company policies and applicable laws hold managers partially culpable if they do not act appropriately to resolve a situation after they are made aware of it.

Going to Human Resources

If immediate supervisors and managers fail to act, or are the source of the problem, you have to go to human resources. This department should have more detailed information about the rights of the employee and the responsibilities of the company, and it will be familiar with the events and resolution of previous similar incidents. However, it is also essential to understand that HR might not be sympathetic to the alleged victim, especially if the offender is more senior. You should retain copies, hard copy or digital, of all communication with offenders, managers and HR.

Legal Action

Occasionally, no remedy to the situation is possible within the company. Employees who are persistent in complaining, especially if true, are sometimes even terminated. At this point, the situation warrants legal action. Laws vary by jurisdiction, and selecting a lawyer familiar with HR issues in general and harassment in particular is vital. If this step is necessary, you will be thankful for any documentation of events and communication. Without substantial evidence of wrongdoing, companies have little incentive to reach a settlement and, if the case goes to court, the judge or jury has little justification for ruling in your favor.

References

• Employee Issues: Harassment
• Can My Boss Do That?