An effective policy begins with the choices made by business owners, but there are also federal and state laws that protect employees against harassment at work. A well-known example is the federal government’s duty for all firms to provide equal employment opportunities to all Americans. This is frequently detailed towards the end of job advertising and applications, highlighted in an “equal opportunity employer” section.
Other regulations that prohibit and deal with all denuncia por acoso laboral include the following:
– According to the Equal Pay Act of 1963, it is unlawful for companies to compensate men and women at the same workplace who perform the same amount of work at different rates of pay.
– Discrimination based on a person’s race, color, religion, national origin, or sex is prohibited under Title VII of the Civil Rights Act of 1964. The victims and those who report these crimes, whether at work or elsewhere, are likewise protected.
– According to the Age Discrimination in Employment Act of 1967, people over 40 cannot be subjected to age-based discrimination at work.
While these are the most known examples of discriminatory laws, safe working environments are the product of well-planned and consistently executed individual rules inside the workplace. Whether you own a small business or work at one, do your best to help promote and build a positive policy and protect your employees and colleagues. It will safeguard your firm from potential liabilities and promote a safe, inclusive atmosphere that helps increase morale and enhance employee retention.
Both you and your staff should be knowledgeable about these laws. Make sure you create an employee handbook so that each person you hire understands your business’s expectations about workplace harassment. When dealing with workplace harassment, you should avoid certain habits, according to Chancey. These blunders could serve to aggravate the issue or place you in a perilous position. Do not retaliate. Retaliation can worsen the issue and can often make matters more complicated. Instead, properly escalate the situation and then allow your HR staff takes over.
