When can we say "It's below the belt"?

First, when a co-employee makes unwanted jokes, gestures, offensive words on clothing, and unwelcome comments and repartee. Second, touching and any other bodily contact such as scratching or patting a coworker's back, grabbing an employee around the waist, or interfering with an employee's ability to move. Third, repeated request for dates that are turned down or unwanted flirting.

Forth, transmitting or posting e-mails or pictures of a sexual or other harassment related nature. And lastly, displaying sexually suggestive objects, pictures, or posters or playing sexually suggestive music.

Therefore, Sexual Harassment occurs when one employee makes continued, unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual in nature, to another employee, against his or her wishes.

Causes of Sexual Harassment in a workplace can be attributed to three factors; Social, Political and Psychological. The social factor of Sexual Harassment occurs when employees are dependent on each other for teamwork and support, and are dependent on their supervisor's approval for opportunities and career success. Politics can be a catalyst, and problems caused by poor management, workplace bullying, frustration, and job or financial insecurity, etc., can create hostile environments that leak over into working relationships. And lastly, psychological factor involves personal problems and sexual harassment can be a symptom of the effects of life traumas such as divorce, or death of a spouse or child.

In any company, there should be policies to be adopted to prevent and address Sexual Harassment. The policy handbook should have at least the following items; First, the Sexual Harassment Policy, should describe in detail the different aspects and definition of the word "Sexual Harassment". Second, a the General Harassment Policy, although sexual harassment maybe included in this policy, it is still best to lay-out the guidelines for this policy. Third, in each policies mentioned, you should include a policy about how sexual harassment investigations are conducted in your company, and policy that forbids an employee in a supervisory role from dating a reporting employee and that details the steps required should a relationship form.

It is also very important that each Manager or Supervisor knows his or her role in the harassment prevention and investigation. When an employee complains to a supervisor, another employee, or the Human Resources office, about sexual harassment, an immediate investigation of the charge should occur. Supervisors should immediately involve Human Resources staff. Employees need to understand that they have an obligation to report sexual harassment concerns to their supervisor or the Human Resources office.

In the organization's sexual harassment policy, advise the potential victims that, if they experience harassment, they should tell the perpetrator to stop, that the advances or other unwanted behaviors are unwelcome.Whenan individual experiences sexual harassment, they should use the complaint system and recommended procedures as spelled out in the sexual harassment policy of their employer. The investigation should be conducted as spelled out in the handbook.The employer has the responsibility to take each complaint of sexual harassment seriously and investigate. The investigation should follow the steps procedure based on the handbook.

Lastly, following the investigation of the harassment complaint, no retaliation is permitted, regardless of the outcome of the investigation. The employer must not treat the employee who filed the complaint differently than other employees treated nor change his or her prior-to-the-complaint treatment. If it is determined that the employee lied, disciplinary action is necessary.

Tags & Keywords : sexual harassment, below the belt