Problems sometimes occur in the workplace beyond anyone’s control. Always follow the right course of action that will protect the employer. Workplace issues are quite common. Sometimes managers have to deal with sexual harassment and other behavioral problems. Additionally, management should always be objective and seek the advice of a Human Resource representative. Also, managers should protect themselves at all cost.
All employers should make it their responsibility to investigate claims of sexual harassment in the workplace. It gets mandated by federal law. If employers do not investigate claims, they could be subjected to lawsuits from the claimant and from the person who gets accused.
There are a few things that employers can do to protect themselves. They can establish written policies and procedures regarding harassment. This should be a part of the employee manual.
Additionally, employers should investigate within 24 to 48 hours after learning of the problem. The investigation could get done by the Human Resource Department, or by an outside party, for example, Tully Rinckey PLLC.
Moreover, the employer should check to see if there is any truth to the harassment claim. After investigating, and if there is any truth to the claims, then take disciplinary actions. The guidelines outlined in the written policy should get administered.
Furthermore, everything should get documented and separated from all personnel records. Managers and employers could also visit a Facebook page that has complete details on how to handle such workplace issues. This is just a precautionary measure to make sure that all angles get covered.
Do Not Turn Problems into a Personal Matter
If an employee has behavioral problems, a manager or supervisor should be objective when dealing with such matters. Communicate with the employee what behavior is acceptable and what is unacceptable. There is no need to get angry and scold the employee about your disappointment in him or her. If necessary, give the employee guidance.
Always give the employee a chance to show that he or she is capable of behaving professionally. Let the employee decides whether he or she wants to adhere to company policy. If the employee is not complying, the supervisor or manager has the right to take proper actions.
Do not put off Seeking Professional Help
Make the Human Resource person your friend in that as soon as a problem arises; speak to a Human Resource Personnel. They have the proper training to deal with certain workplace issues. They are familiar with the signs, and they know employment laws. Consulting with a Human Resource person shows objectivity. It could also prevent you from making the wrong decisions.
Do Not Worry about what the Employee Would Do
As a manager, you always want to protect yourself. Do not worry too much about any lawsuits an employee might file. Additionally, do not get caught up into thinking that the employee might get aggressive. Once all the proper actions get taken, based on the advice of a Human Resource rep, everything should work out well in the manager’s favor. Following company protocol is always the best choice of action. Additionally, alert the higher ups. All bases should get covered.
In conclusion, if a manager suspects sexual harassment, immediate actions should get taken. Investigate and document everything. Stay objective at all cost. Do not take anything personal. Get professional help from people who are qualified to handle such matters. Cover yourself and follow protocol instead of worrying about what an employee might do.