MercTech
Posts: 3706
Joined: 7/4/2006 Status: offline
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quote:
ORIGINAL: Greta75 quote:
ORIGINAL: MercTech If that were a workplace incident; and the person was told their touch was unacceptable and they didn't touch again, that isn't considered a violation of law. Sleazy behavior but not unlawful. That's awful. Actually, it is a protocol for correcting inappropriate behavior without draconian impact on the workplace. The person gets a chance to correct their behavior before termination. > First, tell them to stop. > Contact your supervisor if they don't stop. > Your supervisor should contact the offending party's supervisor or do the written reprimand himself if you both work for him. (record is NOT optional -- second strike) > Contact Human Resources. If the objectionable behavior continues. (3 strikes and fired is not uncommon) Sometimes (and I mean SOMETIMES not always) it can be a cultural issue and not intentional harassment. We saw a lot of that in the military where you had multiple cultures tossed in together. Differences in slang, differences in body language and gestures, can fuel feelings of hostility that didn't exist in the mind of the offender. Military was easier to deal with in that respect as you could fall back on standards of "military decorum" instead of having to do counseling to get both parties to understand each other and, hopefully, adjust behavior to something mutually acceptable. A repeated pattern of hostile behavior (and sexually inappropriate behavior is considered hostile in most jurisdictions these days) is grounds for termination and possibly referral to legal authorities for prosecution. BTW, Government Prosecutors love the corporate referred cases like this as the legal bar for a "termination for cause" is actually above the bar for a criminal prosecution. That is a front line supervisor's take on workplace behavior issues. The big thing is you have to document, document, document. The last thing you want is to be involved in a multi million dollar lawsuit for "wrongful termination".
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