No employee should have to deal with workplace harassment. A bully at the office can cause morale to drop and and productivity to decrease, making the workplace an inefficient and toxic environment. If you notice or receive a report of workplace harassment, follow these eight steps to deal with the situation.
1. Take Quick Action
Whether you witness the workplace harassment firsthand or you receive a report from an employee, deal with the issue immediately. Wasting time allows the situation to continue or even escalate and causes the harassed employees to lose trust in the organization and its managers.
2. Assess the Situation
Determine exactly what type of harassment your employee is facing. Is an employee bullying a colleague? Is a supervisor sexually harassing a subordinate? Are co-workers spreading rumors about another employee? Knowing the type of workplace harassment helps you uncover a motive and better prepare for further action.
3. Determine the Target
Take notice as to whether the employee is bullying just one co-worker or everyone in the office. There may be more workers affected by the harasser than those who report the behavior.
4. Investigate Thoroughly
Make sure to complete a comprehensive investigation. Severe allegations may require a more thorough and extensive inquiry into the issue to uncover all the facts.
5. Document the Process
As you work your way through the investigation, take notes to protect yourself and the organization in case a lawsuit results. Write down any reports you receive from employees, and include the date and time. Record the names of witnesses, and jot down notes from any interviews you conduct regarding the incidents. Keep a timeline of any actions you take regarding the harassing behavior.
6. Take Remedial Action
While the investigation is underway, you may need to take remedial action to keep the offending behavior from escalating. Take steps to keep the complainant and the accused separated. Consider placing the bully on unpaid suspension until things clear up.
7. Keep Communication Open
As you're looking into the matter, keep all parties updated on the timeline. Tell the complainant and the accuser how long you anticipate the process to take and how you plan to share the results of your research. Make sure both parties are aware of the importance of confidentiality.
8. Follow Through With Final Decisions
Based on the outcome of your inquiry, make the best possible decision for the situation. Not all cases require termination. If you decide on an alternate form of discipline, make the accused employee aware that termination may be the next step if the inappropriate behavior continues.
No matter what it's form, workplace harassment is nothing to take lightly. Employers must deal with the matter swiftly, or they may lose quality employees, suffer decreases in productivity and profits, or face lawsuits. If you receive a report of workplace harassment, take these steps to deal with the issue appropriately.
Photo courtesy of stockimages at FreeDigitalPhotos.net
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