Sexual Harassment in the workplace is something so common, but ironically pushed aside which results in serious legal matter. What is sexual harassment? Sexual harassment is a form of discrimination that violates Title VII of the Civil Rights Act of 1964. It also takes the form of unsolicited sexual advances, requests for sexual favors and other verbal or physical conduct of a sexual nature.
Unfortunately, sexual harassment is a complicated issue that confronts employers and employees far too often in the workplace. It causes confusion and uncertainty which interferes with a productive working environment.
Sexual harassment that interferes with an individuals work performance or creates an intimidating, hostile or offensive work environment results in poor performance and lack of motivation.
Organizations should have a policy that will not cause any confusion. A clear and concise policy will prevent any unnecessary legal actions. The organization can benefit from it both by being cost effective and efficient in the future. Once policies are set in stone and the employees are aware and have a thorough understanding there should be no excuse for any misleading policies. To women
The best way to avoid sexual harassment in the work environment is prevention. Employers are encouraged to take necessary steps to prevent sexual harassment from occurring. These steps should clearly communicate to the employees that sexual harassment would not be tolerated (zero tolerance). This can be done by establishing an effective complaint or grievance process and taking immediate and appropriate actions. There are many steps that can be approached to prevent sexual harassment. Some of these steps are: 1. Acknowledge the fact that there may be an issue of sexual harassment lingering in the work environment, make the situation aware to all employees and repeat the company?s policies. 2. Make a checklist that specifically is designed to show that there are signs of sexual harassment. Ensure that the employee who has been performing poorly has been improving with the situation. 3. Make a safe haven for these victims. Make the employees feel as if they can express a problem without being intimidated or scared. At the same time make sure that they are protected so the situation is not elevated. 4. Establish procedures to handle the issue and give the accused enough time to respond to the accusation immediately. Due process must be provided to the accused as it is provided to the victim. 5. Set up specific steps in ensuring that the victims are being punished in a progressive time f
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