Employers are required to protect workers from harassment in the workplace. Learning how to prevent workplace harassment is a valuable tool for supervisors and human resource managers. Title VII of the Civil Rights Act of 1964 covers many types of discrimination. This law prohibits discrimination in all terms and conditions, such as: hiring, disciplining and firing of employees; wages; benefits; work assignments; and promotions. Each state has its own laws that cover discrimination.http://www.eeoc.gov/laws/statutes/titlevii.cfm

As an employer, remember to monitor the behavior of your employees. A hostile working environment caused by harassment can lower employee morale, lower employee productivity and lead to lawsuits. You can provide employees with policies that address how to recognize harassment and how harassment can be prevented to avoid these issues. http://www.nolo.com/legal-encyclopedia/article-29851.html http://www.nolo.com/legal-encyclopedia/article-29490.html

Identify examples of behaviors that constitute workplace harassment when outlining anti-harassment policies. This way, employees may be trained to identify the behaviors that are against the law.

The following types of discrimination should be identified in the policy:

1. Race: treating someone unequally in the workplace due to a group or classification that identifies them.
2. Color: treating someone different in the workplace due to their skin color.
3. Religion: mistreatment of employees due to the religion they practice.
4. Sex: treating men and women unequally in the workplace in such areas as pay or promotions.
5. National Origin: mistreating an employee because of the country they or their ancestors came from.
6. Sexual Harassment: behaviors of a sexual nature that are intimidating, hostile, or that create a hostile working environment. Any conduct of a sexual nature that makes an employee uncomfortable may be defined as sexual harassment.http://www.nolo.com/legal-encyclopedia/checklist-29451.html
7. Workplace bullying is defined as continuous, health-harming mistreatment of one or more persons by one or more perpetrators. It includes verbal abuse, conduct which is humiliating or intimidating, and sabotage which undermines legitimate work practices. http://workplacebullying.org/targets/problem/definition.html What separates workplace bullying from other types of harassment is the absence of a protected classification for the target. If the behavior occurs against someone that is protected by Title VII, the behavior falls under discrimination.http://workplacebullying.org/faq.html#3 http://www.nolo.com/legal-encyclopedia/checklist-29451.html

Ensure a healthy workplace culture by having policies that address workplace harassment. You may want to have two policies: one for the activities that are protected by Title VII of the Civil Rights Act, the other for workplace bullying and violence prevention. The reason for two separate policies is to make sure that federal and state mandates are addressed. Even though emotional bullying is harmful to people and it undermines business practices, it is not illegal.http://www.nolo.com/legal-encyclopedia/article-29490.html http://www.workplacebullying.org/2009/05/04/workplace-bullying-psychological-violence/

To help with employee training, policies should include identifying information. Employees need to recognize when harassment and bullying are occurring. Bulleted lists of examples of each type of harassment will help employees remember what to look for. This should help employees understand that participating in harassment has consequences. They need to know they could lose their job or be sued for civil rights violations. http://www.nolo.com/legal-encyclopedia/article-29490.html http://www.workplacebullying.org/2009/05/04/workplace-bullying-psychological-violence/

Sensitivity training is another option to use in creating a more tolerant and accepting work environment. Employees can have a role in fostering a workplace culture of tolerance and acceptance. Training in cultural norms and differences may help employees better understand people who engage in different practices based on their race, color or national origin. Role play of different bad behaviors can help employees identify the problems and come up with solutions on how to be more sensitive.http://www.hrtools.com/benefits_and_compensation/articles/signs_that_your_employees_need_sensitivity_training.aspx

Train employees on how to report harassment that they witness while at work. They should know who to report to, what to report, when to report it and how they must participate in the investigation if needed. Employees should also know the disciplinary process the company will use when prohibited behavior occurs.http://www.nolo.com/legal-encyclopedia/article-29490.html

The content in this page is not a substitute for professional legal advice. Please contact a law professional before using the information presented here.