Workplace Harassment

HR in VA

Since the introduction of a Workplace Harassment policy (it replaced the Sexual Harassment policy), it seems like every employee who has an interpersonal conflict with a co-worker, or whose supervisor disciplines, counsels, or looks at them want to claim "harassment".

Our policy defines W.H. as "Any unwelcome verbal, written or physical conduct that either denigrates or shows hostility towards a person on the basis of race, color, national origin, age, sex, religion, disability, marital status or pregnancy that 1) has the purpose or effect of creating an intimidating, hostile or offensive work environment; 2) has the purpose or effect of unreasonably interfering with an employee's work performance; or 3) affects an employee's employment opportunities or compensation.

Any advice on dealing with harassment complaints that are not really "harassment"? Particularly when the employee is in a protected group. We have a voluntary mediation program and I encourage it's use, but it seems like employees want someone to step in and act and judge and jury.

Theresa Gegen TX

When an employee complains, go over the policy with them, get the factual specifics, and if there is nothing to their complaint, instead of finding "inconclusive", make a finding that the discipline (or whatever) was justified.

The employees will give up trying to use the anti-harassment policy as a review of all employment actions, once they find out that it will be a big waste of their time.

But I would still document and treat each complaint seriously.

Good Luck!

Gillian

As part of your asking for specifics you could ask "exactly why do you think that the "whatever" has occured because of your race, sex, etc. etc.". The probable lack of facts will have the outcome that Theresa has predicted.