What exactly is harassment? Often harassment takes place when the offender has more, real or perceived “power”, than his or her target, and physically, verbally, or visually uses this power against the will of his or her target, often without intent.
If an employee is made uncomfortable by the actions of an internal or affiliated member of the organization, it is essential that management take it seriously and investigate the complaint. Both the alleged perpetrator and victim need to be included in this investigation to accurately assess the situation and identify next steps. The bottom line is that ignorance of a manager’s responsibility does not excuse it. And it could result in costly and embarrassing law suites. Yes, a manager who observes, or is aware of a harassment complaint who does not explore the details and take any necessary action, may become personally liable.
Harassment is conducted verbally, physically and emotionally. Even if no one complains and you know this abuse is taking place, you have responsibilities. Does your company have a harassment policy with examples of objectionable conduct and management requirements?
The adult course design experts at Merit Career Development have partnered with the legal specialists at Ufberg & Associates, Northeastern Pennsylvania’s premier management-side labor and employment law firm, to produce a 90 minute Webinar that details:
- The state of sexual harassment, retaliation, and bullying
- What defines harassment
- When does harassment occur
- Management responsibilities when harassment, retaliation and bullying are reported
- Preventing harassment, discrimination, bullying and retaliation
This short, information-packed course, is a must for every business. To schedule a webinar at your convenience, contact Merit Career Development today.