Comments on: Dealing with Workplace Harassment

By: David Maxfield

David Maxfield — Sun, 12 Feb 2012 02:24:35 +0000

Thanks for your input. I agree that an expedited transfer may be appropriate. However, I worry about people accepting transfers that hurt their careers. For example, leaving a training program before you are certified or transferring from an assignment before it is completed. I hate to think a harassment-driven career move could come back to haunt your career later.

At the same time, people always ought to put their personal safety first. There is plenty of evidence that workplace rapes and assaults are preceded by harassment.

David

By: Herb

Herb — Wed, 08 Feb 2012 22:13:23 +0000

David, great article. Thanks for sharing.One item that i thought might be stressed is instead of just calling it harassment, the person should be documenting exactly the words being used, the “actions” that have ocurred and the responses of the other party, including the words of response. And, unless it is documented on paper and submitted, “it didn’t happen” (which you so appropriately pointed out. Great articleHerb

By: Marilyn

Marilyn — Wed, 08 Feb 2012 18:18:32 +0000

What an excellent response by David and an important comment by Lois. Thanks to you both. This is a very important subject. Too often the victim ends up leaving their job out of fear for personal safety. It’s difficult sometimes for the victim to understand the often tedious processes that HR must go through in providing due process for both the victim and the accused. Sometimes that long process is simply too long – leaving the victim no choice but to terminate their employment in order to ensure their safety – getting the short end of the stick for their career and personal finances in the process.

By: Lois Penn

Lois Penn — Wed, 08 Feb 2012 14:28:43 +0000

Another response would be for the Complainant to submit a request, either to her supervisor or to Human Resources, to assign one of them to a different work area.

Even if there may not be sufficient grounds for termination, separating the parties might be an important and effective intervention.