According to Title VII of the Civil Rights Act of 1964, sexual harassment is prohibited, and the human resource manager should be clear about this to the male worker who is harassing his female coworker.
Human resource managers are some of the fundamental people in a workplace since they direct and coordinate a company’s activities hence ensuring there is optimal performance. They oversee a productive workforce by ensuring that workers’ maximum potential is tapped, which is only possible if the workers have a conducive work environment, for example, free from sexual harassment. A company’s human resource manager will also maintain good relationships at work which should be industrious and will act against anyone who does not adhere to that.
If a worker asks a fellow worker out at several times, and he or she refuses, and the worker who is being asked out feels harassed, then that is sexual harassment (Buchanan and Fitzgerald 21). Workers are vital ingredients in a company, and not any single one of them should feel as if she is working in a hostile environment. The Human Resource manager should interrogate the female worker to know how she feels about the issue and assures to warn the male coworker (Storey 13). The manager should advise her to file a claim of sexual harassment with the Equal Employment Opportunity Commission if he fails to cease after my warning.
According to Title VII of the Civil Rights Act of 1964, sexual harassment is prohibited, and the human resource manager should be clear about this to the male worker who is harassing his female coworker. The manager should warn him to stop harassing her and assure him that he may lose his job if he continues and that what he is doing is unlawful.
Workers should be protected from sexual harassment, either from their coworkers or even from their employers, according to OSHA, and the human resource manager must ensure these laws are followed. According to Equal Employment Opportunity Commission (EEOC), “Unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature constitute sexual harassment when this conduct explicitly or implicitly affects an individual’s employment, unreasonably interferes with an individual’s work performance, or creates an intimidating, hostile, or offensive work environment”
To conclude, employees’ health and safety is one of the things a human resource manager focuses on, in which the workplace should be a safe place, meeting OSHA requirements. The manager should always ensure good work relationships, which creates harmony at work and healthy relations among employees by solving conflicts arising at the workplace properly, which includes managing issues of sexual harassment.
Works cited:
Statutes:
Civil Rights Act of 1964 § 7, 42 U.S.C. §2000e et seq (1964)
United States. Equal Employment Opportunity Commission. EEOC Compliance Manual. [Washington, D.C.] :U.S. Equal Employment Opportunity Commission, 1992.
Articles/ books:
Buchanan, Nicole T., and Louise F. Fitzgerald. "Effects of racial and sexual harassment on work and the psychological well-being of African American women." Journal of occupational health psychology 13.2 (2008): 137.
Storey, John, ed. Human resource management: A critical text. Cengage Learning EMEA, 2007.
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