It’s great that you have a hostile work environment policy in place and cover it in your training. But none of that will do you much good if supervisors remain oblivious. If hostile acts occur despite your policy, it won’t provide much protection.
That’s why you must be proactive. Don’t just give lip service to forbidden harassment and discrimination.
Recent case: Vickie was one of just two black women at her CSX Transportation work location. The company has a policy against any kind of racial discrimination and harassment. However, it didn’t provide much formal training about that policy.
Vickie complained that she was being treated worse than her white co-workers and had received unfair evaluations.
Suddenly, her work situation took a disturbing turn. Her car was vandalized shortly after she complained—someone painted a graffiti warning aimed at Vickie and included a racial slur with the statement.
When she looked in the b...(register to read more)
- How to Fire an Employee the Legal Way: 6 Termination Guidelines
- Develop foolproof plan for taking uncertainty out of ambiguous resignations
- Harassment victims aren't immune from discipline; document actions
- Don't make juries use their imaginations! Tell decision-makers to keep interview notes
- 2nd degree burn: Order to fire can be retaliation