Respond to two (2) Colleagues W4D1

· Do you know the basics of employment law? - YouTube

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Assignment:

Post  a cohesive response based on your analysis of the Learning Resources and your professional experience. Be sure to discuss the following:

· Share an insight about what you learned from having read your peers’ postings and discuss how and why your peer’s posting resonated with you professionally and personally.

· Offer an example from your experience or observation that validates what your peer discussed.

· Offer specific suggestions that will help your peer build upon his or her own virtual communication.

· Offer further assessment or insight that could impact your peer’s future communications.

· 2-3 paragraphs per colleagues

· APA citing

· No plagiarism

1st Colleagues – Tania Darder

Tania Darder - Week 4

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Every organization should adopt a strict zero tolerance policy in work place if they have not done so already.  Sexual harassment causes a toxic work environment which leads to employee productivity being reduced, not to mention that it effects of sexual harassment brings down the morale and cohesion of the workplace.  Both men and women experience sexual harassment and can lead to the victim to suffer emotional and psychological stress.  Such negative emotions can lead individuals to experience depression and anxiety. Some ways organizations can manage sexual harassment is by ensuring that the entire organization knows, understands and acknowledges the organization’s policy on sexual harassment as well as potential consequences if they violate the policy. Sexual harassment is more than a policy it is a law under employment discrimination which violate Title VII of the Civil Rights Act of 1964 (Basu, 2003). Although sexual harassment and discrimination are different, sexual harassment in face is a form of sex discrimination.  When it comes to sexual assault and sexual harassment the Air Force has a zero tolerance policy and annual training is implemented to reinforce the policy.  Training to prevent sexual harassment does not have to be negative, it should be kept positive so employees do not feel as if they are doing something wrong or assume that they are guilty of engaging in negative behaviors. During training employees need to be ensured that they are entitled to a harassment-free workplace and such behaviors will not be tolerated, and employees should look out for one another in case behaviors are being exhibited in the work place.  In a perfect world all measures to prevent sexual harassment would work, but sexual harassment still occurs in the work place. If an employee makes a complaint pertaining to sexual harassment management and leaders should take swift and decisive action, it is imperative that leaders respond promptly to reports and conduct an investigation into the matter and take appropriate disciplinary action when necessary.

References

Basu, K. (2003, Summer). The Economics and Law of Sexual Harassment in the Workplace. Journal of Economic Perspectives, 17(3), 141-157. doi:10.1257/089533003769204399

2nd Colleagues – Susan Christmas

Susan Christmas 

Week 4 Discussion

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Our discussion thread for Week Four centers around sexual harassment in the workforce. The question posed is: How does sexual harassment affect the workforce, and what are some of the strategies for managing it?

According to Mello, in our eBook Strategic Human Resource Management, sexual harassment creates multiple problems and challenges in the workplace. Employees often feel fearful of reporting sexual harassment because they believe they can never win against a huge organization. If a harassed employee feels they cannot report the incidents, then they will end up allowing the harassment to continue or leave employment. These types of situations affect the workforce because this employee will undoubtedly be unable to stay focused on his/her job and give 100% or it creates high turnover in the organization. This also opens the door for lawsuits down the road which can clearly have a very negative outcome for the organization (Mello, 2015).

Managing Sexual Harassment in the Workplace

In our lecture this week, there are a few recommended strategies for managing sexual harassment in the workplace. One of the mentioned strategies is to properly train all employees because everyone is responsible for preventing and managing any workplace sexual harassment. Ensuring organizational policies are reviewed is another beneficial strategy. Much of the responsibility lies with the managers to ensure the workplace does not include discrimination and harassment. By law, it is required to investigate all allegations of harassment in the workplace.

Mello provides an excellent list of guidelines, in Exhibit 7.4, that teach us ways to manage sexual harassment.

· All allegations must be investigated and should be done thoroughly and promptly

· Use an unbiased, objective investigator

· Make sure retaliation does not occur

· Be fair to the accused employee

· Make sure both parties sign written statements

· Be sure you act promptly, and the consequences are in line with the accused behavior

· Make sure the process for investigation is clear and defined (Mello, 2015).

References

Mello, J. A. (2015). Strategic Human Resource Management. (4th ed.) Stramford, CT: Cengage Learning.

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