Human Resource Management-Sexual Harassment in the Workplace

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INTRODUCTION It is an obligation of an employer to aggressively protect their employees from any form of Harassment and discrimination in the workplace. To instill a zero tolerance towards these issues, it is crucial for employers to educate themselves and their employees on issues, regulations and policies associated with them. In the following dissertation, I plan to describe how laws, regulations and policies against sexual harassment, harassment and discrimination in the workplace play a vital role on the business brand and relations with all employees regardless of nationality. The Equal Employment Opportunity Commission (EEOC) for sexual harassment defines sexual harassment as unwelcomed sexual advances, requests for sexual favors, and other verbal/Non- verbal, or physical conduct of a sexual nature. Harassment includes but not limited to any offensive conduct that has the purpose of effect of unreasonably interfering with an individual’s work performance or creating an intimidating, offensive, or hostile environment. Discrimination occurs when a person is treated differently, in most cases, unfairly due to factors other than the quality of the persons’ work ethic, age, religion, color, sex, national origin, disability, genetic information or reprisal(, (Petrocelli & Repa, 1999). To ensure employers and employees do not engage of any form of sexual harassment, harassment or discrimination, it is important for our organization to implement policies to help prevent the before mentioned and describe the consequences if evidence is found substantiated. Company policies should also include types of harassment, procedures for reporting in case one feels he or she is being harassed or witness what he or she perceives to be sexual harassment acts, and all required training that each employee must

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