You should handle sexual harassment claims the same way you would any other official complaint filed by an employee. These are the steps you should follow if you're dealing with a sexual harassment accusation. Before filing a complaint, double-check that your company's sexual harassment policy h...
HR acts as a neutral mediator, helping employees navigate tough situations while ensuring company policies are followed. If conflicts involve harassment, discrimination, or ongoing tension, HR should step in early to prevent things from escalating. HR plays a crucial role in maintaining procedural fair...
HR reputation is crucial in reporting sexual harassment, both directly and indirectly, through perceived organizational trust. Enhancing HR's reputation and building organizational trust is vital in encouraging the reporting of sexual harassment, thereby addressing a widespread issue more effectively within ...
“How to handle claims of harassment and discrimination and, in particular, disability claims relating to COVID-19 and issues relating to claims of sexual harassment are the top compliance issues facing small business right now,” Wolf O’Donnell noted. How can small businesses stay HR compliant...
And if a colleague is experiencing physical harassment or discrimination, the issue should be reported to HR immediately. “Going straight to HR is always an option and not solely a last resort. Someone may not feel comfortable addressing the issue directly, particularly if the bully is more ...
9. An employee handbook should cover employment law basics. Your employee conduct policies should firmly condemn sexual harassment and outline the steps your company will take when employees bring allegations to your HR team. It should also include a process for reporting inappropriate behavior so you...
It also helps to set ground rules that let staff know that gossip and harassment won’t be tolerated. Work with the employee to create a performance improvement plan. Although toxic behavior is inevitable, it should be promptly addressed to reduce the damage it causes your organization. “...
In small- to medium-sized companies, an HR Generalist may bear responsibility for all HR functions. In larger companies that have many employees and much more HR-related work, they may be tasked to handle only certain aspects of HR (for instance, benefits, payroll, COBRA, retirement plans, ...
Building an HR department should include (but isn’t limited to) these key steps: Develop your overall HR plan Determine recruiting and onboarding procedures Build the proper support networks Set up a plan for regulatory compliance Figure out a strategy for compensation and benefits Draft employee ...
HR Question: Our HR team is exploring ways we can support employee well-being in addition to offering an EAP. What should we consider in our approach? HR Answer: While many organizations have implemented an Employee Assistance Program (EAP) as an important way to support their employees’ ment...