The first step in a workplace harrassment lawsuit is to identify the offending person. The EEOC recommends that the victim speak to the offender and explain their feelings. It is also important to request the offending individual to stop the behavior. In some instances, the harassment can be directed toward a supervisor, co-worker, or even a non-employe. If the victim feels uncomfortable approaching the offender, the next best step is to contact the Human Resources department or the offending person’s supervisor. Most organizations have a designated EEO officer who can help a victim file a claim.
Once an employee has identified the offender, they can begin the process of filing a complaint. It is important to file a complaint as soon as possible. This will enable HR to investigate the complaint and resolve the situation. If the company does nothing, they may be liable for damages, including punitive damages. Ultimately, they will need to resolve the matter and make sure that the offender is fired. However, if an employee feels they are being harassed in the workplace, it is important to take action.
While workplace harassment may appear as harmless or inconsequential, the human toll is significant. Not only are employees exposed to a hostile work environment, but they may also develop a number of chronic conditions. Depression, anxiety, and sleep problems have all been linked to harassment. Not only does it hurt employees, it can also damage the company’s profitability. Poor employee morale can lead to decreased productivity and higher turnover rates. To counteract these problems, organizations must make a point of creating a harassment-free culture. To achieve this goal, employers should prioritize diversity and inclusion, implement effective training, allocate adequate resources, and apply policies consistently.
In addition to recognizing blatant harassment, organizations must also ensure that they implement policies that protect their employees from other forms of harassment. In addition to defining what is unacceptable, these policies must be applied consistently. A healthy workplace environment requires that the company’s leadership invests in programs and strategies to ensure a safe and respectful work environment. Not all forms of workplace harassment are recognized by everyone. For instance, a quid pro quo, in which an employee is offered something in exchange for sexual demand, is not considered harassment.
In addition to verbal harassment, workplace harrasment may involve gestures or actions that are offensive to the victim. Other forms of workplace harrasment include derogatory comments, threatening behavior, or a lack of respect for a company’s policy. The employer should not be able to ignore these types of harassment if they are aware of it. If it isn’t, the company must investigate and pay the employee for the damages.