Intimidating hostile or offensive work

Posted by / 29-Dec-2017 16:25

To determine whether sexual conduct in the workplace amounts to sexual harassment, distinctions must be made between sexual advances that are: Sexual favoritism can give rise to complaints of sexual harassment.If one employee is granted a promotion in return for sexual favors, other male and female coworkers can allege sexual harassment by showing that they were denied an equal opportunity for promotion because of the improper sexual conduct.As an added bonus, having a policy against harassment will help you deal more effectively with any complaints you get from employees.The following is a "top ten" list of the essentials for preventing and dealing with harassment: An important part of preventing harassment claims and protecting your business is a written policy stating that harassment will not be tolerated.

Harassment can also occur if conduct is directed toward a person's relatives, friends, or associates.Customers, vendors, or other third parties can also engage in sexual harassment.If you, as the business owner, have some degree of control to stop the behavior, that harassment can be your problem as well.Remember, too, that your state's law may require you to have a sexual harassment policy.Any harassment policy should contain: As with other complex policies, it is important to define exactly what type of conduct it is that is unacceptable and prohibited.

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Harassment is verbal or physical conduct that denigrates or shows hostility or aversion toward an individual because of that person's (or that person's relatives', friends', or associates') race, skin color, religion, gender, national origin, age, or disability, and that: If you have a situation where you are trying to determine if some conduct that has taken place is actually harassing conduct, the way to determine it is to use the "reasonable person" standard.

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