Why No One Talks About Experts Anymore

By , May 29, 2018 4:40 am

Dealing with Workplace Relationships

It is not only through new bits that you hear of illicit relationships and inappropriate conduct. These situations are actually vert rampant in the workplace. A systematic plan for dealing with workplace harassment and romantic relationships should be in place at the workplace in order for employers to manage this aspect of employee relationships. And, it has to be followed diligently.

There is a thin line between inappropriate behavior, romantic relationships, and harassment. Sometimes relationships that are consensual get broken. Employees can be tempted to think that the ticket to success or advancement is through relationships. Some employees are forced into a relationship as a sort of job requirement.

Harassment in the workplace should be prevented and corrected to protected employers and employees alike without hindering conduct outside work.

This problem can be dealt with in the ways given below.

Having a solid harassment prevention policy can be a good line of defense. If the policy clearly identifies who is being protected, what are the prohibited conducts, and informs employees where to report problems and seek help, then this policy can be very effective. IF employees approach supervisors and employers about workplace problems, then they should be able to deal with the situation in the best manner. Copies of the policy should be distributed to all employees and they should know whom to approach for their questions. You are then assured that all your workers know the policy.

The law does not require harassment training, but it is good to have one so that employers will have a defense when challenged. Check out if your state requires harassment training as some state do.

Avoiding or reducing potential damages or litigations is possible if employees are trained to prevent unlawful harassment and discrimination. This can protect employees and give them confidence that the company takes these issues seriously.

Employers can restrict relationships if there is potential conflict of interest. One such relationship is that which exist between a superior and a subordinate. The business judgement of the person in a relationship can be affected by it. If a relationship can cause this conflict, most employers’ policies prohibit this kind of relationship.

It is possible to have a relationship without being harassed. However, when relationships change, the environment can change to a hostile one. discipline should be imposed on an employee that exhibits hostile behavior in the workplace. The best defense against employee complaints is to resolve it quickly.

It is to the protection of all if employees in relationships sign a consensual relationship agreement. This document acknowledges a relationship that will not interfere with their job performance and reinforces the harassment prevention policy of the employer.

IF there are complains or signs of harassment in the workplace, then the employer should act on it immediately. There should be serious consideration of the complaints know that this is difficult to open up.

How I Became An Expert on Management

How I Became An Expert on Management

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