Workplace Violence And Harassment Essay
Canadian Occupational Health & Safety
HRESHRM15
Assignment 3
Workplace Violence and Harassment
Case 1: Harassment or Not?
Vic Waggar isn’t wrong to question whether or not one of his employees are being harassed by his co-workers; the information provided was brief and lacked detail, but; nonetheless, shows the signs of early-stage workplace harassment. If Vic was to pay due diligence on behalf of, both, the company and his employee, he would need to make sure that the following actions were paid close attention.
Vic’s loading-dock employee complained that his fellow coworkers were picking on him, making jokes at his expense, and would continuously talk-over and disregard suggestions that he would often make. …show more content…
At face value, this may seem like school yard antics, but interestingly enough, what happens in the school yards at a young age can, and does, continue into adulthood, and is the cause of many workplace violence and harassment cases. Bullying has been in the media quite a bit, as of late, for its connection to teen suicides, but bullying in the workplace isn’t as rare as we’d assume it to be, and is very relevant when it comes to workplace violence and harassment.
In order for Vic to conclude that these particular coworkers are, in fact, the cause of workplace harassment, he’ll have to investigate whether or not his employee’s statements are true, non-isolated, and ought reasonably to be known to be unwelcome.
Even though the Ontario Health & Safety Act doesn’t require employers to assess the risk of workplace harassment, he should act in full compliance with the company’s policy in efforts to resolve an issue that could escalate quickly and create inner turmoil, decrease productivity, increase company litigation costs and produce …show more content…
turnover.
Before Vic moves forward with an investigation, he should know to document all proceedings. It’s important to realize, from an authority’s point-of-view, that - if it isn’t written down, it didn’t happen; proper documentation not only builds a strong case, but is the only means to a strong defense. Vic is well-prepared and requests to have a discussion with the coworkers who Vic’s employee has deemed the culprits within this particular issue.
Once Vic feels that he’s received sufficient information from the accused coworkers, he should then speak with any third party worker who may have played-witness to any such harassment and/or bullying.
In most situations, a witness can be great leverage in order to help management make decision and enforce suitable action. There are; however, times when management isn’t able to locate any witnesses, and must make decisions based on the testimonies provided, solely, by the recipient(s) and the accused member(s). There’s also the option for long-standing companies to look upon similar past cases to help make decision and help prevent discrimination, in terms of the actions taken against employees. If any one employee, with considerable implications in the matter, feels that management isn’t conducting the investigation in fairness or without the consideration of the Ontario Health & Safety Act, the employee then has the option to contact the Ministry of Labour to place an official complaint against the
company.
Beyond complying with company policies in order to provide timely procedural and distributive justice - hopefully abiding by progressive disciplinary actions – Vic would also have the duty to communicate the proper preventative measures in regards to all instances of workplace violence and harassment. This is an important step in the effort to eliminate workplace violence and harassment and could become the focal point of an integrated communications campaign to educate and enlighten employees of the causes and outcomes.
Since Vic was able to properly undertake his responsibility of due diligence, he was, indeed, able to come to a final decision and distribute justice where necessary. Because the loading dock employee sincerely felt that he was being bullied and harassed on a continuous basis, and after the collection of personal accounts, the coworkers were given their first warning and instructed to cease-and-desist all behavior that would belittle their coworker. Vic also informed the employee that there wasn’t a position available, at the moment, for him to transfer to, but with the progressive cooperation of the department and his coworkers, the employee wouldn’t have to worry about the re-occurrence of this particular scenario. Vic reassured his that if any such occurrence were to reappear, he would do everything possible to create work, at the same rate of pay, elsewhere; this, ultimately, shows a high degree of responsibility, commitment and future outlook on Vic’ part.
References
Kelloway, Kevin E., Francis, Lori. (2011). Management of Occupational Health and Safety.
Toronto, ON: Nelson Education Ltd.
Ontario Ministry of Labout (2013). Workplace Violence and Harassment. http://www.labour.gov.on.ca/english/hs/topics/workplaceviolence.php
HRESHRM15
Assignment 3
Workplace Violence and Harassment
Case 1: Harassment or Not?
Vic Waggar isn’t wrong to question whether or not one of his employees are being harassed by his co-workers; the information provided was brief and lacked detail, but; nonetheless, shows the signs of early-stage workplace harassment. If Vic was to pay due diligence on behalf of, both, the company and his employee, he would need to make sure that the following actions were paid close attention.
Vic’s loading-dock employee complained that his fellow coworkers were picking on him, making jokes at his expense, and would continuously talk-over and disregard suggestions that he would often make. …show more content…
At face value, this may seem like school yard antics, but interestingly enough, what happens in the school yards at a young age can, and does, continue into adulthood, and is the cause of many workplace violence and harassment cases. Bullying has been in the media quite a bit, as of late, for its connection to teen suicides, but bullying in the workplace isn’t as rare as we’d assume it to be, and is very relevant when it comes to workplace violence and harassment.
In order for Vic to conclude that these particular coworkers are, in fact, the cause of workplace harassment, he’ll have to investigate whether or not his employee’s statements are true, non-isolated, and ought reasonably to be known to be unwelcome.
Even though the Ontario Health & Safety Act doesn’t require employers to assess the risk of workplace harassment, he should act in full compliance with the company’s policy in efforts to resolve an issue that could escalate quickly and create inner turmoil, decrease productivity, increase company litigation costs and produce …show more content…
turnover.
Before Vic moves forward with an investigation, he should know to document all proceedings. It’s important to realize, from an authority’s point-of-view, that - if it isn’t written down, it didn’t happen; proper documentation not only builds a strong case, but is the only means to a strong defense. Vic is well-prepared and requests to have a discussion with the coworkers who Vic’s employee has deemed the culprits within this particular issue.
Once Vic feels that he’s received sufficient information from the accused coworkers, he should then speak with any third party worker who may have played-witness to any such harassment and/or bullying.
In most situations, a witness can be great leverage in order to help management make decision and enforce suitable action. There are; however, times when management isn’t able to locate any witnesses, and must make decisions based on the testimonies provided, solely, by the recipient(s) and the accused member(s). There’s also the option for long-standing companies to look upon similar past cases to help make decision and help prevent discrimination, in terms of the actions taken against employees. If any one employee, with considerable implications in the matter, feels that management isn’t conducting the investigation in fairness or without the consideration of the Ontario Health & Safety Act, the employee then has the option to contact the Ministry of Labour to place an official complaint against the
company.
Beyond complying with company policies in order to provide timely procedural and distributive justice - hopefully abiding by progressive disciplinary actions – Vic would also have the duty to communicate the proper preventative measures in regards to all instances of workplace violence and harassment. This is an important step in the effort to eliminate workplace violence and harassment and could become the focal point of an integrated communications campaign to educate and enlighten employees of the causes and outcomes.
Since Vic was able to properly undertake his responsibility of due diligence, he was, indeed, able to come to a final decision and distribute justice where necessary. Because the loading dock employee sincerely felt that he was being bullied and harassed on a continuous basis, and after the collection of personal accounts, the coworkers were given their first warning and instructed to cease-and-desist all behavior that would belittle their coworker. Vic also informed the employee that there wasn’t a position available, at the moment, for him to transfer to, but with the progressive cooperation of the department and his coworkers, the employee wouldn’t have to worry about the re-occurrence of this particular scenario. Vic reassured his that if any such occurrence were to reappear, he would do everything possible to create work, at the same rate of pay, elsewhere; this, ultimately, shows a high degree of responsibility, commitment and future outlook on Vic’ part.
References
Kelloway, Kevin E., Francis, Lori. (2011). Management of Occupational Health and Safety.
Toronto, ON: Nelson Education Ltd.
Ontario Ministry of Labout (2013). Workplace Violence and Harassment. http://www.labour.gov.on.ca/english/hs/topics/workplaceviolence.php