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Monthly Archives

November 2014

Sexual Harassment In The Workplace Is Still An Issue

By | Civil & Healthy Workplaces | No Comments

California state law AB1825 mandates sexual harassment training for employees. Despite such laws in place, sexual harassment is rife in the workplace.

Lets start by acknowledging that sexual harassment can be inflicted upon any prescribed gender or sex. However, women are by far the most heavily affected, the most subjugated via inappropriate sexual harassments, and alarmingly most likely to not report sexual harassment and let the abuse continue. According to research collected by California attorney Frank Nicholas, about 79 percent of all sexual harassment is inflicted on female workers.

As well, the subject of sexual harassment against women IS being taken more seriously as of late — but is also the butt of many jokes, which is something that needs to change.

So often, women think that sexual harassment is somehow their fault, or that they deserve it and are not in a place where they can (or deserve to) put a stop to it.

In a recent poll by the Huffington Post, about 19 percent of responders claimed to have been victims of sexual harassment, with an alarming 70 percent of those saying that they did not report the event or events of abuse (“Workplace sexual harassment poll finds large share of workers suffer, don’t report,” 2013).

Sexual harassment against women (and men, LGBT, etc.) is real and, in many places, a genuine crime. If you think that yourself or anyone you know has been a victim of sexual harassment in the workplace, consider contacting an attorney — such as a discrimination lawyer. Even if your country does not have laws protecting against sexual harassment, being threatened or even touched in an unwanted way can be considered assault.

But how does one spot sexual harassment? Not every instance is as obvious as a grope in an inappropriate place. In order to protect yourself and get the lawful justice you deserve, learn to spot the signs. (As well, if you are a potential sexual harassment offender who simply doesn’t know what is and is not allowed, here is a guide.)

Instances of sexual harassment:

-Derogatory terms, which can be extreme — like “slut” or “whore”– or can be seemingly mild, like “babe” or “sweet cheeks,” are considered serious sexual harassment as long as they are unwanted, unwelcome and inappropriate;

-Physical harassment, such as having your body touched intentionally or even stared at, can also be considered;

-and having your personal space invaded by someone else (intentionally) can also be considered harassment.

Remember, it is never in ANY WAY your fault if you are being harassed or abused. It is not because “you are easy” or because you wear “revealing outfits.” Consent is not the absence of a “no;” consent = an enthusiastic “yes.” It is never your fault that someone is disrespecting you or your body; and if they do this, it is entirely in your right to seek justice.

’Sexual

References

Jackson, M. @ Mason, V. (2014). Sexual harassment lawyer research: Surprising statistics. Retrieved from http://www.franknicholas.com/sexual-harassment-lawyer-research/

Workplace sexual harassment poll finds large share of workers suffer, don’t report. (2013). Retrieved from http://www.huffingtonpost.com/2013/08/27/workplace-sexual-harassment-poll_n_3823671.html

Factors that can cause unwanted stress in the workplace

By | Workplace bullying | No Comments

There is no denying that the demands of the modern-day workplace puts stress on workers. Stress has a detrimental effect on the health of staff; it also has negative consequences for industry, as workdays are lost through absences, and production suffers.

There are many different causes for stress in the workplace. One of the main reasons is workers and staff feeling unable to cope with the demands made on them. Another reason for workplace stress is a lack of communication. Failure by managers to consult with workers leads to feelings of isolation and frustration, which are ingredients for stress.

Other factors that cause workplace stress include changes and organizational restructuring. Here, once again, the lack of consultation over the changes feeds feelings of frustration and isolation. Workers fearing for their futures, and whether their jobs will last, is another reason for stress in the working environment.

Another major cause of stress is workplace bullying. This is a serious issue and employers would do well to deal with it as soon as it arises. Bullying appears in various guises. It can include a member of the work team being ignored or excluded. Malicious gossip or spreading rumors about a particular worker is also bullying, as it is publicly humiliating to him or her.

Other forms of bullying, committed by workplace managers and superiors, include a worker being assigned tasks that he or she will not be able to achieve. A victim may also be assigned jobs that are meaningless, while constantly being demeaned for his or her efforts and thus placing him or her under increasing levels of stress.

That bullying is now taken seriously by businesses is exemplified by the fact that October is now “National Bullying Prevention Month.” With its own website, www.stopthatnow.org, the National Workplace Coalition brings together interested parties, such as legal experts, business consultants, employees and labor leaders in a bid to highlight and eventually eliminate the scourge of bullying in the workplace.

While the campaign against bullying is a positive move, more can be done, by both employers and employees alike to relieve the causes of stress in the workplace.

Behavior in the workplace should be civil between management and employees and among the workers themselves. Employers can also play their part in relieving stress by ensuring demands are reasonable and that employees can deal with their workloads. Workers should also be able to receive necessary support from both workplace colleagues and management. Importantly, staff should be able to understand the roles assigned to them and informed of any changes well in advance.

Unfortunately, stress and resulting depression can sometimes lead to workers turning to drugs and alcohol. Employers can be proactive and take steps toward helping staff with a process called oral fluid testing. This should be done privately, away from others in the workplace, and involves swabbing the mouth to detect the presence of drugs or narcotics in the body.

Collaboration between workers and employers and a change in workplace practices can serve to reduce both stress and bullying at work and will be beneficial to all.