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Workplace Violence, Bullying And Life Balance Initiatives

1897 words - 8 pages

A major responsibility of Human Resources is to create a productive and safe work environment. Human Resources must ensure that the workplace is free of harassment and bullying. Employees should feel comfortable and safe in their place of employment. Creating a productive working environment is beneficial to both the employee and the organization. Failing to take action in regards to workplace harassment and bullying leaves the organization liable for legal repercussions. Workplace harassment and bullying can often deter workers from committing violent acts against other employees and coworkers. Initiatives like Work-life balance can help to prevent workplace violence and harassment. Human ...view middle of the document...

It is often called mobbing. Corporate bullying occurs when an employer abuses an employee with immunity, knowing the law is weak and the job market is soft. Another form of workplace bullying is pressure bullying; this is when an employee is forced to work unrealistic timescales and /or inadequate resources. Workplace harassment creates an intimidating and hostile working environment. Employees often believe that they must tolerate a hostile working environment to keep their job. Though there is no Federal “hostile work environment law”, creating a hostile workplace is prohibited under certain Federal discrimination laws. The US Employment Opportunity Commission (EEOC) enforces discrimination laws and acts.

Title VII of the Civil Rights Act of 1964 prohibits employment discriminatory harassment based on race, color, religion, sex, or national origin. The Civil Rights Act of 1991 provides monetary compensation in employment discrimination cases. Title II of the Genetic Information Nondiscrimination Act of 2008(GINA) prohibits discrimination based on an employee, applicant or former employee’s genetic information. Title I and Title V of the Americans with Disability Act of 1990 prohibits discrimination against individuals with disabilities in private sector, and in state and local government. The Equal Pay Act of 1963(EPA) protects men and women who do equal work in the same establishment from sex-based wage discrimination.

It is important for Human resources to set very specific definitions and policy regarding workplace harassment and communicate them to management and supervisors. HR should provide extensive training for management to recognize signs of harassment and they should be thoroughly educated on the company and federal anti-harassment and discrimination guidelines. Human Resources must communicate the disciplinary action that will be taken if such guidelines aren’t followed. Once management is meticulously trained the information must be clearly communicated to the employees. Training should also be provided to the workers. Human Resources must maintain an environment that is comfortable for employees to communicate issues and concerns. Employees must know that they have the right to report harassment. There must be no retaliation for complaints filed. All claims of harassment must be investigated promptly. Early action by HR to enforce anti-harassment rules and regulation will prevent the situation from escalating to violence in the workplace.

Workplace violence is violence or the threat of violence against workers. It can be triggered by several factors. Violent behavior may be the result of disciplinary action against the employee, harassment endured by the worker, work and home pressures, or loss of job. Workplace violence does not have to be committed by an employee; it can also be committed by clients that are being serviced, individuals who are not satisfied with services provided and criminals. Off- site...

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