What can a company do to cut down or eliminate cases of sexual harassment within the company?
As time goes on there seems to be more and more people becoming offended too easily. No matter whether thats gender, colour of skin or nationality, its becoming increasingly out of hand. DPH Legal of Bristol often get asked how to minimise the occurrences of sexual harassment.
This post is a collection of advice we’ve given company owners and HR professionals over the years.
Be sure to review any company policies on the subject. The law changes quickly and if your internal policies are older than a couple of years, changes are that things have changed in this regard.
Ensure that the policies mentioned above are also incorporated into your induction training. It is important to train new employees on internal polices so that they know what is and what is not allowed.
Its a good idea for HR employees to have their ear to the ground and to be able to have a good understanding on what goes on across departments. Strong relationships with other key personnel in other departments can help you to identify any potential issues that may rise up in the future.
Make sure that your internal policies on discrimination are up to with the latest regulations. There will be a strict procedure to reporting any issues to an external regulator. Ensure HR stuff are on top of this.
When discrimination claims do arise, encourage discretion. What gets discussed between any two parties should be recorded but also kept within the management and those involved.
This is a challenging subject for all those involved and it is one of the most difficult issues a HR manager will have to deal with. If the advice above is addressed most issues can be resolved before they go too far.
We have certainly experienced some uncertain and shaky times in the Spring and Summer of 2020. With the health pandemic sweeping the world and many people forced to stay at home. Many people are struggling with their jobs and face an uncertain future as far as their career is concerned.
The pressure is not just on employees by employers, business owners and companies too.
Many businesses are under a lot of financial pressure and they will be forced to make decisions that benefit the health of the business over the long run.
Redundancy is typically the most common solution to cutting costs so that the company can survive.
It pays sometimes to be creative to see what else can be done instead of just making employees redundant. If a company makes skilled employees redundant is can have a severe knock on effect to other workers. This can be very damaging to their morale and could cause further company problems in the future.
It may be the case that the economy will soon start to pick up and the business sector in Bristol and the rest of the UK could well pick up. If you feel that you can hold on and keep things ticking over for a couple of more months then that may be that best case of action.
Here are some alternatives that could help you avoid making redundancies.
Keep any overtime to a minimum
Hold off on recruiting
Be more strategic with your training and fill positions internally where possible
Introduce job sharing
Mention the idea of a sabbatical or career breaks
Reduce working hours
Suggest early retirement to those that are eligible
Cut costs where you can
Remember, this is a issue that affects everyone so get your employees involved. Hold a company meeting, ask them for suggestions. Communicate that you don’t want to let any of them go but need there help in coming up with a plan.
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