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The problem is that some people think this behavior is acceptable or they don’t realize it qualifies as harassment.
Verbal harassment is often defined as “language directed at another person that causes that person harm, typically in an emotional or psychological sense.”
Like I mentioned before, some people don’t realize that some language qualifies as harassment. This includes jokes. In fact, 32% of people are unaware that jokes can be sexual harassment.
Because not everyone knows that certain jokes are inappropriate for the workplace, they may end up defending themselves after an insulting remark. Perhaps you’ve heard someone at work say one of the following lines, or you’ve said them yourself…“It was just a joke!”, “You take things too seriously”, “I’m only kidding”.
Sure, sometimes these “jokes” don’t have malicious intent, but rather were just a poor choice of words. But other times, jokes are an attempt to conceal mean-spirited comments or opinions. Some employees may have malicious intentions with their remarks but try to disguise it as a joke so it seems less harmful. But really, it still hurts the person they’re harassing.
Many words cause significant pain when directed at minorities. Because of their severity, I won’t spell them all out for you. But they’re so common that you probably know what they are. Common examples include:
Many words cause significant pain when directed at minorities. Because of their severity, we won’t spell them all out for you. But they’re so common that you probably know what they are.
These offensive slurs are another instance of illicit workplace language. Because of the emotional harm that they can cause to employees, it creates a hostile environment. Court systems can even deem discriminatory language illegal in the workplace.
Instead, I’m referring to sounds that someone makes intentionally. There are so many different instances of these, such as whistling when someone walks by or groaning when your least favorite coworker walks into the room.
Some noises may even qualify as sexual harassment. Even if the harasser doesn’t verbalize any remarks, these inappropriate sounds create an uncomfortable and intimidating environment for the victim.
It’s okay to ask your colleagues questions such as if they enjoyed the weekend. Engaging in these conversations helps create a friendly atmosphere.
But you shouldn’t ask questions that pry into their life. There are some taboo topics that people consider to always be off-limits in the workplace. Some of these include topics about finances, politics, religion, drug or alcohol use, weight, pregnancy or family planning, or disabilities.
Of course, some of these have a fine line between what is and isn’t appropriate. For instance, if you have concerns that someone is struggling with substance abuse, you would want them to get help. But there are ways to address concerns without putting someone on the spot in the middle of the workday. The tone you use can also be a factor in showing that you care versus accidentally humiliating them.
Obviously, threats of physical harm are a severe form of verbal harassment and are illegal. Any threats of violence should get reported to legal authorities. But workplace threats typically occur differently.
For instance, managers may threaten to fire or demote an employee if they don’t meet certain goals or adhere to non-work-related requests. This would create negative pressure for employees and lead to an unhealthy workplace.
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Women claim former Santa Fe cop used power to stalk, harass them.
Can I Sue The Police Department For Harassment? In today’s video, we delve into the complex world of law enforcement and the legal avenues available to you if you feel you’ve been wronged by the police. We explore the concept of “qualified immunity” and how it shields police officers from lawsuits related to their duties. We also touch on the circumstances under which you can sue the police department for harassment, focusing on violations of constitutional rights as per the Fourteenth Amendment. Remember, each case is unique and it’s crucial to consult with a legal professional before proceeding.
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Sexual harassment: Organizations must stop protecting ‘brilliant jerks’
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“Too many organizations have tolerated the brilliant jerk. Too many organizations have tolerated the highly profitable sexual harasser or bully,” says Johnny C. Taylor, Jr., CEO of the Society for Human Resource Management. At this point in time, more rules is not the answer. The workplace culture must reject harassers.
When organizations do nothing to stop harassers and have one set of rules for the powerful and one for the powerless, productivity, workplace culture, and morale are affected in ways we can measure, and in insidious, destructive ways that we cannot.
“Think about it, says Taylor. “Your star performer is known to flirt the line, if not cross the line, with respect to inappropriate workplace behavior. Are you prepared to fire that person, even if it means you may lose a major contract? That’s when employees will judge who you are and what this company is really about. They’re going to judge you on what you do, not what you say.”
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JOHNNY C. TAYLOR, JR.
Johnny C. Taylor, Jr., is President and Chief Executive Officer of the Society for Human Resource Management (SHRM), the world’s largest HR professional society. As a global leader on human capital, culture and leadership, Mr. Taylor is a sought-after voice by C-suite executives as well as state and federal elected policymakers on all matters affecting work, workers and the workplace. He is frequently invited to testify before Congress on critical workforce issues—from sexual harassment to paid leave—and authors a weekly column, “Ask HR,” in USA Today, the country’s largest newspaper.
Check Johnny C. Taylor, Jr.’s latest book The Trouble with HR: An Insider’s Guide to Finding and Keeping the Best People at https://amzn.to/38Fzxz8
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TRANSCRIPT:
JOHNNY C. TAYLOR, JR.: Too many organizations have tolerated the brilliant jerk. Too many organizations have tolerated the highly profitable sexual harasser or bully. And what you then do is message to everyone, despite what we say, this is a competitive environment, and he who brings the most money or he who is at the highest level in the organization dictates the rules. And so they vary. There’s two sets of rules. There are rules for the powerful and for the not-so-powerful. That is a really complicated issue. And I think it’s why we struggle with it.
I’m going to give you an example of something that I just recently experienced. I was interviewed recently with a younger woman, millennial—happens to have been—and she talked about having began her career on Capitol Hill. And she said while on Capitol Hill, she was subjected to a sexually hostile workplace. There was harassment in the traditional sense, people asking people out for dates; the person to whom she reported was openly physically interested in her. And then just the overall milieu, the work milieu—conversations were inappropriate. And she said she knew that she could go to HR, but she chose not to. And she said she knew the policies, the practices and how you could make a complaint. But she chose not to because after she talked with her other colleagues, men and women, what they told her was, if you do that, you’re likely not only to limit your career opportunities here, but outside of the organization. You won’t ever begin to fully understand the consequences and the ramifications of complaining about this because of the power of the person in the job.
And so essentially, she began to consent to it. And that’s a really interesting dynamic that I had never thought about. So on one hand, she said, ‘I knew I could have complained. I chose not to because I knew, I factored in what damage it would do to my reputation, professional reputation, going forward.’
So there is a part of people, especially those of us who are upwardly mobile, who decide to tolerate certain behaviors. But from the employee’s perspective, it does a couple of things, one, productivity. I can not be focused and deliver my best work, and be as efficient and effective as I can be if I’m distracted by sexual harassment in the workplace. That’s number one. Number two, it makes me not bring my true self to work because I’m busy protecting, at least the part of me that’s at risk as a result of the incidents of sexual harassment. So it is so important as we invest tens of thousands and, in some cases, hundreds of thousands of dollars in an individual—think about your salary…
To read the full transcript go to https://bigthink.com/videos/sexual-harassment-at-work Video Rating: / 5
In this guide, discover powerful strategies on how to deal with landlord harassment effectively. Learn step-by-step methods, that empower you to navigate through challenging situations with ease. Whether you’re facing constant disturbances or feeling helpless, this video provides the ultimate solutions. 🛡️ Subscribe now for a stress-free landlord-tenant relationship! 🏠
You can read everything in this article: https://www.nyrentownsell.com/blog/how-to-deal-with-landlord-harassment/
#LandlordHarassment #tenantrights #HarassmentSolutions Video Rating: / 5
Hey Landlord! Do you know what constitutes as harassment? In this video, I’m going to give examples of landlord harassment that you should avoid at all costs. Learn how to protect yourself and your tenants from the consequences of unfair practices. Discover the best way to ensure a safe and respectful environment for everyone involved in the rental process.
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Jocelyn Stewart is a UCMJ court-martial attorney who specializes in defense of allegations of sexual assault for all branches of the military worldwide.
Military prosecutors have a number of different ways to try to prosecute someone for sexual harassment. The first way would be contained in Article 93 of the Uniform Code of Military Justice, what’s known as cruelty or maltreatment. Military prosecutors also have at their disposal, in each of the service branches, various regulatory guidance that punishes sexual harassment. And in those cases the person would be charged under Article 92 for a violation of a lawful general regulation or a lawful general order or even a specific order that’s been put out by that particular base commander.
Each of those definitions though generally and typically makes it punishable if that person has made a quid pro quo type of advance, meaning that in exchange for some benefit to that person’s career they’re demanding a sexual favor, or on the other hand they’re threatening punitive action or to take action against that person’s career if they don’t provide that sexual favor.
The other type of sexual harassment that is punishable under the Uniform Code is if the person is making repeated gestures or comments of a sexual nature. That can also include having material that is offensive or of a sexual nature in an office environment. And it can also include instances when the person even makes a physical contact with the person. At that point, the military prosecutor can charge either sexual harassment or sexual assault, or even both.
Contact the Law Office of Jocelyn C. Stewart at 1-888-252-0927.
For more information, visit: https://www.lawdepot.com/?pid=pg-BFYMIBUINL-generaltextlink Landlord harassment is the creation of hostile conditions on a rental property by a landlord, usually with the goal of forcing the tenant to leave. This activity is most commonly seen when a landlord does not want to go through the process of evicting a tenant, or faces legal barriers to eviction in a situation where there is no cause to eject a tenant. It is a crime, and tenants can receive assistance from police officers as well as tenants’ rights organizations if they experience harassment from their landlords. Video Rating: / 5
A hostile work environment can exist if an employee (whether in a supervisory or non-supervisory role) harasses or even bullies an individual on the basis of his or her sex, age, race, or other protected characteristic.
Bullying is an issue that has gained increasing attention in our nation’s schools, and several states require that teachers and students attend mandatory bullying prevention training programs. Unfortunately, bullying doesn’t always stop after you hang up your cap and gown.
Creating a harassment-free workplace starts with prevention training. Learn more about SkillPath’s on-demand training specifically designed to help companies create a harassment-free work culture. https://skillpath.com/ondemand/preventing-sexual-and-workplace-harassment-training-for-managers
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About SkillPath
A leader in the learning and development industry, SkillPath provides business professionals worldwide with strategic and innovative training solutions. Since 1989, SkillPath has trained more than 10 million people, including employees from 997 of the Fortune 1000 companies, the federal government, U.S. military and major sports leagues. A nonprofit, SkillPath helps fund scholarships for students at Graceland University in Lamoni, Iowa. Learn more at http://www.skillpath.com.
Bullying and harassment in the workplace can take many forms, including verbal aggression, personal attacks, and other intimidating or humiliating behaviours.
This short video explains bullying and harassment in the workplace and the legal duties in British Columbia for workers, employers, and supervisors.
It’s a useful tool for health and safety training and explains what workplace bullying and harassment is and what it’s not.
Learn how to respond to bullying and harassment at work and find information and resources at https://www.worksafebc.com/bullying.
Timestamps:
0:00 Intro
0:24 What is workplace bullying & harassment?
1:07 When can bullying & harassment occur?
1:27 What is cyberbullying?
1:43 What is not considered workplace bullying & harassment?
2:07 What are my legal duties?
2:44 Am I required to comply with procedures?
2:56 Should I report bullying & harassment at work?
3:02 Is bullying & harassment a workplace hazard?
3:13 WorkSafeBC’s role
3:42 What happens when bullying is reported at work?
3:54 Online toolkit
We’re working to make a difference in workplace health and safety in British Columbia, Canada. By partnering with workers and employers, we help British Columbians come home from work safe every day.
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All videos posted by the Workers’ Compensation Board (“WorkSafeBC”) are protected by Canadian and international copyright laws, policies, and treaties. The use of WorkSafeBC videos and other materials is governed by WorkSafeBC’s copyright and trademark statement, available here: https://www.worksafebc.com/en/legal/copyright-and-trademark. Videos cannot be uploaded to other channels without prior permission. If you wish to request permission for use of our videos, please contact us: copyright [at] worksafebc.com
If I were in charge of training, workplace harassment training would look like this. Something has to keep these rookies attention, maybe this will do. This is satire for those would don’t get that.
https://www.safetyvideos.com/Workplace_Harassment_Training_Video_p/90.htm As you know workplace harassment can be a big problem for employees and employers alike. This workplace harassment training video will teach your staff how to identify and eliminate workplace harassment. Video Rating: / 5
