Sexual Harassment

When Cupid Strikes Co-Workers – The Fallout from Office Affairs

Love is in the air. At least in many offices it is. With employees spending so much time at work it’s no wonder it’s become an incubator for office affairs. About 41% of Americans between ages 25 and 40 admitted to at least one office romance, according to a survey from Lawyers.com and Harris Interactive.

But office affairs are much more than simply fodder for the cubicle gossip mill. There are very real consequences when Cupid strikes co-workers. Here are just a few office romance related problems that can and will create headaches for HR pros and supervisors:

The boss/employee love affair: For many HR pros, this is the trickiest of office affairs. A supervisor or manager who becomes involved with a direct report can create major problems for themselves as well as the company. For example, the relationship might change how other employees perceive the boss (“Is she giving him better assignments because they’re involved?”). It may also alter how colleagues view the subordinate (“Is she trying to ‘sleep’ her way into a promotion?”) Perhaps the worst—and most expensive—possible outcome of a boss/employee romance is when the relationship ends badly and the employee files harassment charges.

The distraction: Why slog through that 30-page report when you can sext with your cutie in accounting? Office affairs are productivity drains that affect the romantic parties and those who work with them.
[click to continue…]

{ 0 comments }

Sexual Harassment of Men – More than a Workplace Joke

Sexual harassment in the workplace is a women’s issue, right? Not necessarily. In fact, federal civil rights laws provide protections for both men and women working in a hostile work environment, according to a recent appeals court ruling.

The Case

A male employee, Rudolpho Lamas, of a service working out of a Las Vegas airport alleged a female co-worker made repeated sexual overtures toward him.

He rejected the advances and complained to company management. Not only did the harassment continue, one manager even joked about the incident to the victim. Lamas said his on-the-job performance suffered in the hostile work environment and he was eventually fired.

The Results

A federal court initially granted judgment to the employer; however, the Ninth Circuit Court of Appeals reversed the ruling stating that men were entitled to protection against a hostile work environment created by sexual harassment. The violation was established when the unwelcome conduct created an abusive environment.

The Lesson for Supervisors & HR

Regardless of the victim’s gender, an employer is liable when they know or should have known about the sexual harassment and don’t promptly and effectively remediate the situation by targeting the offending employee—and not the victim.

Protect Your Company

A male employee’s sexual harassment claims aren’t a joke. Avoid gender discrimination by taking all accusations of a hostile work environment seriously and giving them the investigation they deserve. If an employee is sexually harassing a co-worker, take disciplinary action immediately and carefully document each step you take. If your firm doesn’t have a comprehensive policy for dealing with workplace harassment, now is the time to craft one. Don’t wait until after an abused employee files a costly, time-consuming, and publicly-embarrassing lawsuit.

Dianne Shaddock is the Founder of Easy Small Business HR, Employee Hiring and Managing Tips.  Through the Employee Hiring and Managing Tips podcast, blog, and weekly ‘quick tips’  e-newsletters,  Dianne offers expert advice on how to make better hiring decisions, manage difficult employees, develop employee policies, motivate staff, and so much more.   No stuffy, corporate HR policy lingo; but straight forward, easy to understand and implement advice for businesses just like yours.  Stay ahead of the curve and go to Easy Small Business HR for more tips on how to hire and manage your staff effectively.

 

{ 0 comments }

← Previous Entries