Human resource policies

Human resource policies
Statistics of the USA is as follows - from 25 to 50% of women at least once were objects of sexual harassment. It would be unfair to completely ignore the existence of such problems. Since the mechanism of legal protection is not always effective, because of harassment, women are forced to quit, and suffer not only from psychological and physical humiliation, but also on material concerns. Most cases of this type of violence remains hidden, but sometimes lead to litigation.

Litigation regarding sexual harassment - is the most common cause, forcing western companies to take special measures to strengthen control and sometimes interfere with the privacy of its employees. Sex and sexual relations between people are no longer solely a private matter, after companies began to pay huge fines to the victims of violence and harassment. According to the magazine Fortune, 90% of companies from “Fortune 500 largest companies” spend annually more than $ 6.5 million on litigation in cases involving sexual harassment. The problem is so severe that large organizations such as DuPont, Federal Express, Levi Strauss and many others hold special training programs for their employees to prevent such problems.

Anyway, the company is responsible for the actions of the personnel, regardless of whether or not management was informed about such behavior, and did not take immediate actions.

In fact, there is a very clear criterion of sexual harassment – this is undesirable for the object favors which he (she) have. If there is urgency in the behavior of colleagues, or inappropriate kind of relationship, then it may well be considered as sexual harassment.

The biggest risk for women is in predominantly male groups, where sexual harassment can be used to satisfy personal needs, as well as a way to pause woman’s career.

Let’s consider some of the legal aspects of sexual harassment in the U.S. Sexual harassment – is a legal term introduced to stop the harassment and discrimination against women in the workplace. This term is enshrined in legislation in the U.S., France, Germany and many other countries and is used in judicial decisions. (Marshall D. J.)

Sexual harassment is recognized as a form of sex discrimination (the Civil Rights Act - Chapter 7). This rule was introduced in 1964. Authority which is empowered to make decisions on this issue is the Commission for Equal employment opportunities the United States. It examines the circumstances of the case and render a decision. It should be noted that the legislation on harassment extends not only to enterprises and institutions and to institutions. (Marshall D. J.)
The basic definition of sexual harassment comes from the definition of the Commission of Equal employment opportunities the United States. This is an unwanted sexual advances and other verbal or physical conduct of a sexual nature, when their acceptance or rejection of them directly or indirectly affect the performance of official duties or creates a hostile environment. (Levy, A.C p. 73)

This definition is characterized as follows:

-Victims of harassment can be both a woman and a man. Not necessarily a victim must be a person of the opposite sex;
- Wrongdoing may be the chief victim, the agent of the employer, a colleague of the victim or the person with whom the victim is not an employment relationship;
-Unlawful sexual behavior may occur without economic consequences, or dismissal.
Let’s consider the case, when company has complaints of sexual harassment. If the Equal Opportunities Commission or the Labour Court will prove that the company was related to sexual harassment, as defined by the Commission or the court, then it will be fined and obliged to pay to the victim of harassment. A special order may be granted to cease such actions and will be used formal procedures to ensure the compliance. (Bland, 67)
The company may have to hire another person or to increase positions of the victim, it must not fire someone, but sometimes such decisions are necessary. The company will be obliged to train staff on the prevention of harassment and create ethics policies for the staff.

The real protection in such situations the company can provide only by the inclusion of the relevant item in the collective agreement of the company or organization. The company also must have a code of ethical behavior for employees, which indicates that harassment and aggression, whether verbal, physical or visual, is unacceptable. Examples of unacceptable behavior can become derogatory comments which contain allusions to sex, racial and national traits, as well as sexual harassment. Threats, violence and physical intimidation are prohibited. Guidance documents of HR department should contain additional information about what is offensive actions and harassment in accordance with local laws.

References:

Bland, Y.S .(200). Get a Handle on Harassment. Security Management, January 2000
Levy, A.C & Paludi, M. A. (1997). Workplace Sexual Harassment. Prentice Hall, Inc. ,
Grizzaffi L. & Rosenwasser Ch. (2006). Sexual Harassment in Corporate America". Online Ethics Center for Engineering.National Academy of Engineering. Retrieved from:
Robberts, B.S. & Mann R.A. Sexual harassment in the workplace. The University of Acron. Retrieved from: http://www3.uakron.edu
Marshall D. J. & Andronici, J.F. (2008). Sexual Harassment Law: A Brief Introduction for New Practitioners. Retrieved from : http://www.kmblegal.com/

Human resource policies 7.8 of 10 on the basis of 3188 Review.