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How can a manager handle and prevent workplace discrimination and harassment?

How can a manager handle and prevent workplace discrimination and harassment? Sexual Misconduct, especially in workplaces has never been in good spot. There are number of instances wherein a man manages women “just because she is a woman.” Most men have these feelings of invincibility in them yet in this era many organizations who feel otherwise try to secure fairness and law. The fact is, we have a lot of numbers of bosses where who are known to discriminate men from women in a jiffy. These don’t only haunt the men but even make women bitter because they are unable to satisfy their husbands in any sexual find out here now Recognizing, understanding and curbing the idea of ‘Harassment’ in the workplace becomes an important component in any policy. The need of a fair and a clean work place has become an essential criteria for sustaining any well-stratified company over the course of time. Sexual harassment affects not only individual but also the entire work environment. This has been a big blow on the HR practitioners that the existing laws failed to deal with several instances of sexual misconduct. Also, it is known that the existing guidelines are a bit confusing and the scope or dimensions of the concept are unclear so that a lot of people walk around comfortably without even knowing what is harassment, what not and if it is just harmless talk or not? Men also think, “If we want, we can call even our wife Harassment,” whether this is true or not in fact is up to the employer to judge. A very important thing to bear in mind is that every employee has the right to work in an atmosphere that is free from sexual harassment and where no violation occurs. This is indeed a basic and right which ought to be respected at all times with good reasons even if workers are above 50 years. Companies should make sure to be careful about every employee’s habits while hiring the best people out there.

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Careless approach towards those around may lead to serious consequences for each and everyHow can a manager handle and prevent workplace discrimination and harassment? Most legal commentators and employment lawyers believe that one of the primary ways that employers can prevent discrimination and harassment is to provide training. This advice makes a lot of sense: Employee training on the topic of discrimination creates an environment free of potential problems at the most basic level. Employee training is a very low cost means of preventing potential litigation that could cost the employer up to a million dollars. Employee training is a basic function of any good employer. There is plenty of written advice of potential employee training topics that can lead to potential liability. Some of the major categories of potential training topics are listed below: Discriminatory hiring practices. A employer is absolutely prohibited from enforcing any hiring practice that has a discriminatory effect, including making decisions based on race, gender, religion, and other protected statuses. Discrimination in hiring is a problem for employers for several reasons. When an employer makes a decision to not hire, there is an employment relationship formed that can lead to claims for damages including claims of race and gender discrimination, sexual harassment, etc. In the hiring situation, an employer is also taking a personnel risk: if the job offers the employee money or a position that might offer benefits or mobility, a mistake in hiring process could destroy that promise, adding liability to the employer that may take months or years to resolve. A. Policies and Procedures. The policies and procedures that an employer implements can make a huge difference in whether a particular employment event leads to a claim that a supervisor or management was negligent.

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A court may take into consideration whether there is a reasonable explanation for an employee’s claim based on the job duties and responsibilities of that employee, and if so, the company will probably prevail in any potential lawsuit. There is no question that policies and procedures are enforced throughout the company, but the proper application can make a huge difference in potentially ending a lawsuit for a particular employee. Employers may have a zero-t How can a manager handle and prevent workplace discrimination and harassment? A recent poll held in a certain Western country showed that around 80 percent of the population are distressed by the number of sexual harassment cases in workplaces that has become the norm in their country. The most popular strategy for the employee organizations and human resource leaders is to call for a zero tolerance policy and an anti-sexual harassment culture because these have been proven effective for the US. However, are these methods effective for small- or medium-sized businesses? Firstly, implementing zero tolerance polices results in a significant decrease in the firm’s profitability and in addition, the possible negative impact of such a policy on the firm’s relationship with its employee — the reason the firm considers to have implemented it— means that a firm may not benefit at all from having such a policy. Secondly, being fair and equitable requires equal treatment among the individuals regardless of their different characteristics, is impossible to implement because different individuals have different backgrounds. Thirdly, implementing no tolerance policies is difficult. Such policies are supported by employee-friendly laws and social phenomena, however, these laws and phenomena have limits and cannot be used for all workplaces. Consider two examples. The first example is a particular individual who has a history or reputation for showing disregard for morality, such as the individual who deliberately destroys property, uses violence to threaten others, insists on getting the attention of others regardless of the consequences in front of others with an aggressive posture, and threatens to hurt others using inappropriate or crude language. Therefore, in theory a “No Tolerance Policy” is a reasonable solution, but such a solution is not practical when dealing with this employer with a special character. For example, he will be let freely go after working for three years because the firm can do nothing about the problem. Given his reputation, it is unlikely that he will apply for other similar jobs.

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The other example is a certain female employee who got married a few years ago. She made a