Story about bullying in children – La decisión de
The first point to analyze on the subject of harassment and discrimination at work, are its causes at work, as we will see that, among other things, will be determined by various organizational factors, such as:
Now, since we know the causes, we will also have to know the consequences of harassment and discrimination at work, because in addition to the serious consequences for the victim, it could also include:
Since we already knew both extremes, let’s address the solution par excellence of harassment and discrimination at work (according to compliance): the development and administration of a policy to combat it, which in general terms should be formulated, under the following guidelines:
And, of course, a process of education/training on the subject, since it is very possible that we are faced with idiosyncrasies and anti-values rooted in the psyche and behavior of the employees, so we will also have to pay attention to the process of assimilation and sensitization.
What should be in an anti bullying policy? 2022
It is the policy of the Latin American Studies Association (LASA) that all participants in LASA activities enjoy an environment free from all forms of discrimination, harassment, and retaliation. As a professional society, LASA is committed to providing an atmosphere that fosters the free expression and exchange of scholarly ideas.
In pursuit of that ideal, LASA is dedicated to ensuring equal opportunity and treatment for all members, regardless of gender, gender identity or expression, race, color, national or ethnic origin, religion or religious belief, age, marital status, sexual orientation, disability, veteran status, or any other basis unrelated to scientific merit.
Harassment of colleagues, students, or other conference participants undermines the principle of equality central to these professional forums and is inconsistent with the principles of free inquiry and free expression. Harassment, sexual or otherwise, is a form of misconduct that undermines the integrity of LASA meetings and events, and is considered by LASA to be a serious form of professional misconduct. Participants who violate this policy will be subject to appropriate disciplinary action.
What should be in an anti bullying policy? 2021
1.-Objective. The implementation and enforcement of this policy is to define sexual harassment in the workplace, prohibit it in all forms, take appropriate disciplinary action in the case of violations. Provide procedures for filing complaints about conduct that violates this policy and investigate claims of sexual harassment.
2.-Scope. It applies to all employees working for the company at all locations. All employees, including supervisors and managers will be subject to discipline, including termination, for any act of sexual harassment they commit.
D) Incidents that constitute sexual harassment, even if one of them considered alone would not be harassment. Employees are prohibited from harassing other employees if they occur on the employer’s property and whether or not they occur during working hours.
Managers and supervisors. Managers and supervisors must deal promptly and fairly with allegations of sexual harassment within their departments whether or not it has been a written or formal complaint. They must:
What should be in an anti bullying policy? online
In this regard, it is advisable to provide for precautionary measures and to resort to specialized external advisors, such as psychologists, to help the company’s management in the rapid and impartial adoption of decisions. The Law on Infringements and Penalties in the social order classifies as very serious “sexual harassment, when it occurs within the scope of the company’s management powers” and not only in the event that the company is aware of such harassment and has not adopted the necessary measures to prevent it, but also in cases where it is not even aware of the situation.
In fact, both the Labor Inspectorate and the Social Courts and Tribunals value positively the fact that companies have anti-harassment protocols in place in their organizations, in such a way that, provided that these protocols are activated if there is a complaint and they work correctly, they constitute a key element to attenuate the seriousness of the possible economic sanction.