Istilah Glosari

Glosari Pengurusan Sumber Manusia dan Syarat Faedah Pekerja

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Employee Harassment

Employee harassment is a pervasive issue in workplaces worldwide, encompassing various forms of misconduct that undermine the well-being and dignity of individuals. Addressing and preventing harassment is crucial for fostering a safe and inclusive work environment conducive to productivity and employee satisfaction.

What is employee harassment?

Employee harassment is an unwelcomed or offensive behavior that creates a hostile or intimidating work environment for an individual. It can manifest in various forms, including but not limited to verbal abuse, discriminatory treatment, sexual advances, bullying, and cyber harassment.

The significance of addressing and preventing harassment cannot be overstated. Not only does harassment violate individuals' rights and dignity, but it also adversely affects organizational culture, employee morale, and overall productivity. Failure to address harassment can lead to legal liabilities, damage to reputation, and financial repercussions for employers.

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What is the impact of employee harassment?

The impact of employee harassment are:

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1. Individual impact

Psychological effects on victims: Harassment can lead to anxiety, depression, PTSD, and other mental health issues for victims.
Impact on job satisfaction and performance: Due to harassment, victims may experience decreased job satisfaction, impaired performance, absenteeism, and turnover intentions.

2. Organizational impact

Decreased morale and productivity: Harassment undermines trust, cohesion, and employee collaboration, decreasing morale and productivity.
Increased turnover rates: Employees subjected to harassment are likelier to leave the organization, resulting in turnover costs and talent loss.‍
Legal and financial repercussions: Organizations may face lawsuits, legal penalties, settlements, and damage to their reputation due to harassment incidents.

What are the signs of harassment?

The signs are:

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Behavioral changes in employees: Victims may exhibit signs of stress, anxiety, or withdrawal, while perpetrators may demonstrate aggression or hostility.
Complaints or reports from employees: Observing and addressing complaints or reports of harassment promptly is crucial to preventing escalation.

What are the relevant laws and regulations regarding employee harassment?

The relevant laws and regulations are:

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Federal and state anti-discrimination laws: Compliance with laws such as Title VII of the Civil Rights Act and state-specific regulations is essential for preventing harassment and discrimination in the workplace.‍
Legal responsibilities of employers in preventing harassment: Employers must take reasonable steps to prevent and address harassment, including implementing policies, training employees, and investigating complaints promptly.

What is the consequences of non-compliance?

The consequences of non-compliance:

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Potential legal penalties and Fines: Non-compliance with anti-harassment laws can result in legal penalties, fines, and damages awarded to victims in lawsuits.
Reputational damage and loss of trust: Organizations that fail to address harassment effectively risk damaging their reputation and losing the trust of employees, customers, and stakeholders.

How do the reporting mechanisms and procedures take place?

The reporting mechanism and procedure takes place in the following way:

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1. Clear reporting

Importance of clear reporting channels: Establishing accessible and confidential reporting mechanisms encourages victims and witnesses to come forward.
Confidentiality and protection for whistleblowers: Ensuring confidentiality and protection from retaliation for whistleblowers fosters trust in the reporting process.

2. Investigation process

Steps involved in investigating harassment claims: Organizations should conduct thorough, impartial investigations into harassment allegations, respecting the due process rights of all parties involved.
Ensuring impartiality and fairness: Designating trained investigators and implementing consistent protocols promote fairness and accountability in the investigation process.

3. Creating a culture of respect and inclusion

Leadership commitment to zero-tolerance policies: Senior leadership should communicate and enforce zero-tolerance policies against harassment, emphasizing the importance of respect and inclusion.‍
Diversity and sensitivity training for employees: Training on diversity, inclusion, and bystander intervention equips employees with the knowledge and skills to prevent harassment and promote a respectful workplace.

Tinjauan nadi pekerja:

Ini ialah tinjauan pendek yang boleh dihantar dengan kerap untuk menyemak pendapat pekerja anda tentang sesuatu isu dengan cepat. Tinjauan ini mengandungi kurang soalan (tidak lebih daripada 10) untuk mendapatkan maklumat dengan cepat. Ini boleh diberikan secara berkala (bulanan/mingguan/suku tahunan).

Pertemuan satu lawan satu:

Mengadakan mesyuarat berkala selama sejam untuk sembang tidak rasmi dengan setiap ahli pasukan ialah cara terbaik untuk memahami apa yang berlaku dengan mereka. Memandangkan ia adalah perbualan yang selamat dan peribadi, ia membantu anda mendapatkan butiran yang lebih baik tentang sesuatu isu.

eNPS:

eNPS (skor Promoter Bersih pekerja) ialah salah satu cara paling mudah lagi berkesan untuk menilai pendapat pekerja anda tentang syarikat anda. Ia termasuk satu soalan menarik yang mengukur kesetiaan. Contoh soalan eNPS termasuk: Sejauh manakah anda mengesyorkan syarikat kami kepada orang lain? Pekerja menjawab tinjauan eNPS pada skala 1-10, di mana 10 menandakan mereka 'berkemungkinan besar' mengesyorkan syarikat dan 1 menandakan mereka 'sangat tidak mungkin' mengesyorkannya.

Berdasarkan maklum balas, pekerja boleh diletakkan dalam tiga kategori berbeza:

Penganjur
Pekerja yang telah bertindak balas secara positif atau bersetuju.
Pengkritik
Pekerja yang telah bertindak balas secara negatif atau tidak bersetuju.
pasif
Pekerja yang kekal neutral dengan jawapan mereka.

How to establish clear policies and procedures for employee harassment?

The policies and procedures include:

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Developing comprehensive anti-harassment policies: Organizations should draft and communicate clear policies prohibiting harassment, outlining reporting procedures and consequences for violations.
Communicating policies effectively to all employees: Ensuring that employees understand their rights and responsibilities regarding harassment prevention fosters compliance and accountability.
Empowering employees to speak up against harassment: Encouraging bystander intervention empowers employees to intervene and support targets of harassment, fostering a culture of accountability and solidarity.‍
Encouraging support for victims and accountability for perpetrators: Providing resources and support for victims while holding perpetrators accountable sends a clear message that harassment will not be tolerated.

Terokai cara Empuls boleh membantu organisasi anda