I ask the question, when you don’t know the answer to a taxation question, you call you accountant, when you have a question about your lease you call you lawyer. So how do you call when you have an issue with managing one of your employees? Most people are stumped over this question; the first answer is usually your lawyer. This response will get you the required outcome if they specialise in employment law, however there will also be significant billable hours coupled with your enquiry. So what can an outsourced human resources professional help you with? Firstly, the majority of the time we come into a company it is because someone has opened Pandora’s box.
In the blog Harassment HR On Call TM made reference to dedicating an entire blog on sexual harassment.
Let’s just examine the statistics again 1 in 5 people have reported being sexually harassed in the workplace, that is 1 in 4 women and 1 in 6 men. Sexual harassment does not discriminate it can occur in any occupation in any industry.
Every employee has the right to have a safe working environment free from sexual harassment. When we think of sexual harassment we typically think that the offender is a male, statistics in the Human Rights Commission report into Sexual Harassment confirms this. However, there has been an increase in the proportion of incidents of male to male sexual harassment which has increased to 23 % of claims.
Let’s begin by saying everyone has a right to fair treatment in the workplace. We can uphold these principles best by knowing what discrimination and harassment is and creating good policy to prevent them. As mentioned in our previous post New Year, New Risks, New Policies – its a great time to either develop or update your existing policy.
It’s the New Year and everyone is getting back to work. Now is a good a time as any to think about what you need to achieve for 2015. You can do that by taking a critical look at your human resources.
One question to ask yourself is: you are managing your risk? How can you manage risk better?
We’ve had a lot of requests to begin a blog post series covering policies. The first cab off the rank is one policy that every business should have in place: bullying. Its estimated bullying costs Australian business between $6 and $36 billion per year. Bullying and harassment can occur in any industry, organisation and workplace – it is not selective. So firstly, what is bullying behaviour?