دانلود رایگان مقاله جلوگیری و اصلاح آزار و اذیت در محل کار: دستور کار برای کارفرمایان

Abstract

In recent years, the number of harassment claims filed with the EEOC has declined overall, but this fact masks a frightening reality: though claims involving some types of harassment have declined, claims for other types of harassment–— especially nontraditional forms of harassment–—have actually increased. Therefore it remains necessary for employers to maintain a current anti-harassment program, which should consist of the following elements: (1) a clear anti-harassment policy; (2) an explicit statement of prohibited behaviors that can be considered harassment; (3) a complaint procedure that encourages employees to come forward with harassment complaints; (4) protections for complainants and witnesses against retaliation; (5) an investigative strategy that protects privacy interests of both the alleged victim and the accused offender and ensures confidentiality to the extent possible; (6) periodic management training and employee awareness programs that continue to communicate the organization’s position on this issue; and (7) measures and processes to ensure prompt corrective action to stop ongoing harassment, and appropriate remedial and disciplinary actions for offenders. In this article, we provide best practice recommendations concerning each of these elements. # 2016 Kelley School of Business, Indiana University. Published by Elsevier Inc. All rights reserved.

4. Concluding remarks

Workplace harassment is a persistent organizational problem that has serious consequences for individuals and organizations. From emotional problems to physical health issues, harassment takes a toll on victims while organizations suffer the effects of low job satisfaction, low organizational commitment, attendance issues, and turnover. Accordingly, any steps organizations can take that improve the prevention of and responses to workplace harassment are important. This article summarizes best practices based on EEOC guidelines, research, and court decisions and provides managers with an overview of the elements needed to have an effective anti-harassment program (see Table 1 for a concise summary).