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4 Tips to Combat Workplace Harassment in Florida

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Workplace harassment is a hot topic in the news media these days — and for good reason. As each story breaks, there is mounting evidence of pervasively negative culture in many workplaces. In these environments, employees are forced to deal with discriminatory working conditions. Further compounding this problem, certain employers have turned a blind eye to illegal treatment.

To help employers combat workplace harassment, the Equal Employment Opportunity Commission (EEOC) published a detailed breakdown of instructions to combat workplace harassment. The following sections will provide an overview of the EEOC’s recommended course of action to maintain a fair and balanced workplace.

  1. Established Accountability for Leaders and Managers

First, the EEOC recommends that employers employ a top-down approach to workplace harassment. Specifically, leaders and managers must nurture a positive work environment that does not tolerate harassment. If a company’s leaders are steadfast in their defense against workplace harassment, then the employees will feel much more comfortable sending complaints up the chain of command. Without this type of buy-in from senior leadership, it can be difficult to identify and rectify workplace harassment.

  1. Extensive Anti-Harassment Policies

Second, the EEOC suggests that employers institute a clear employment policy that prohibits harassment. This type of overarching policy helps managers and employees understand the boundaries of acceptable workplace conduct. In specific terms, the employer should conceive and distribute a policy that conforms with local, state and federal law. Additionally, employers should ensure that all relevant actors — managers, employees, vendors, clients, etc. — comply with their anti-harassment policies.

  1. Accessible Mechanism for Reporting Harassment

Third, the EEOC encourages employers to develop an accessible method for employees to report harassment. It is paramount for employers to provide an efficient and fair system for reporting complaints. If management does not treat harassment complaints quickly and efficiently, the employees may lose faith in the process. In this context, it can be particularly effective to institute an anonymous reporting mechanism. That way, employees can feel comfortable submitting a complaint — without worrying about employer retaliation.

  1. Comprehensive Anti-Harassment Training

Fourth, the EEOC urges employers to conduct systematic training and development for workplace harassment. After all, the employees must be aware of all anti-harassment tools at their disposal. Otherwise, illegal harassment may go unreported and unnoticed.  For this anti-harassment message to sink in properly, employers should conduct training on a regular basis. Employers should also ensure that leaders and managers receive detailed training on workplace harassment. Without this type of training, leaders and managers may not be able to identify or rectify instances of workplace harassment.

Do You Need Legal Help?

If you were the victim of workplace harassment or discrimination, it can be exceedingly beneficial to consult with an adept labor and employment attorney. The attorneys at Penichet Law in Miami, Florida, have proven qualifications dealing with workplace harassment and discrimination as well as related considerations. If you need legal help, contact us today for a consultation.

Resource:

eeoc.gov/eeoc/publications/promising-practices.cfm