The Responsibility of the Employer in Preventing or Avoiding Acts of Prohibited Aggressions
The EEOC regards acts of prevention as the best methods by which unlawful aggressions are handled. It is important, however, that the policies are adequate and properly explained and disseminated to the employees. Moreover, said policies should serve as guidelines for conducting an investigation as the initial step in addressing any allegations of unjust treatments. Investigations should proceed without waiting for an employee to file a formal complaint, in order to curtail or mitigate further repercussions.
(1) Actions to prevent occurrences and recurrences do not stop with applying the prescribed sanctions or punishments but should include training initiatives regarding human rights and any known violations. In addition, the offender should manifest his or her remorse by apologizing to the aggrieved employee.
(2) Policies, to be effective, should also be formulated and discussed with employees, as a means to discourage those who have certain tendencies to commit grave offenses, whether intentionally or unintentionally. Making known the company’s stance against workplace aggression and by emphasizing the written policies on how offenders are dealt with will serve as deterrents.
(3) On the other hand, employees will feel more at ease working in an environment where they are assured of protection against unfair management. Circulating newsletters, memos or pamphlets about case study samples that depict what constitutes prohibited harassment will help each and every employee understand the seriousness of the problem and the necessary steps to take.
(4) Displays of anti-harassment posters, which contain information about the appropriate office or department at which the matter is to be reported, will help keep the environment free from bias, prejudice and hostility.
(5) Critical training and orientation during on-boarding periods must include clear explanations on what is regarded as unlawful treatment.
(6) The employer should show genuine sincerity by applying the policy unequivocally to all concerned, regardless of the rank or stature of the offender.
(7) The ultimate test of genuine intent to keep a healthy working environment is the swiftness of the company’s response and actions for all complaints of harassments and discrimination.