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- Epithets; slurs; negative stereotyping; or threatening, intimidating, or hostile acts that relate to race, color, religion, gender, national origin, age, or disability (including jokes or pranks that are hostile or demeaning with regard to race, color, religion, gender, national origin, age, or disability)
Creating a zero tolerance harassment policy . . . . Our Goal
It is our goal to prevent harassment claims and protect your business, quite simply, everyone must understand that harassment/bulling will not be tolerated. Remember, too, that your state’s law may require you to have a sexual harassment policy. Any harassment policy should contain, ( our staff will help your organization in creating a employee handbook & yearly harassment updates, to meet these goals )
- a definition of harassment
- a harassment prohibition statemen
- a description of your complaint procedures
- a description of disciplinary measures
- a statement of protection against retaliation
The best tools for managers is to understand exactly what their boundaries & responsibilities are. This is sometimes easier said than done, especially in large seminar groups. Our very interactive, informative sexual harassment one-one one counselling, lays out the rules & methods to get the job done. Our positive success rate with Disciplinary counselling is over 90%
Managers in todays workplace must understand the issues of both harassment and bullying in the workplace, must be front & center. It is our job to explain exactly what qualifies as sexual harassment. What constitutes bullying. Where does seemingly harmless flirting or teasing end, and harassment begin? How prevalent is harassment in today’s workplace? What exactly are the boundaries of legal rights for both employees and organizations regarding harassment?
Initially, a written reprimand by HR is preferable since it creates a record of the employer’s action, ( paper trail ), and can be seen as appropriate evidence of the employers desire to deter the conduct. For incidents of sexual harassment that warrant stronger discipline than a mere warning harassment counselling is a strong option. Demotion also, can be an appropriate remedy. However, hurt feelings, resentment and embarrassment can be negative factors. Particularly, demoting a supervisor from a supervisory position to an hourly position, can be a simple solution.. Denying a salary increase, bonus or otherwise imposing a monetary penalty may also serve as appropriate disciplinary measures, but again, have consequences.
Yes, of course. We make it very clear that everything related to the specific issues are shared with HR & the CEO, ( except personal info ). They are paying the bills & deserve to know exactly how counselling is progressing. Copies of pre & post test scores & all handout info are made available. It is important for everyone to work as a team, providing encouragement, goals, & a productive environment .A final summary report is written following our counseling, detailing everything addressed & future recommendations.