BUS310 Human Resource Management
Imagine you are the HR manager at a company, and an employee came to you upset because she a male co-worker had sexually harassed her by repeatedly asking her out on dates even after she said “no”. What would you do?
The conversation I would have with a female employee who was upset because she felt a male co-worker had sexually harassed her by repeatedly asking her out on dates even after she said “no” would be focused on getting all of the relevant facts from her. My conversation with her would begin with my assuring her that the company wants everyone to feel they work in an environment that is safe for them and free from harassment of any kind. I would askher to provide as much detail as she could about the instances where she was asked out on a date by her male co-worker. I would also ask to describe both the demeanor of her male co-worker after she turned him down and how they interacted at work afterwards. I would assure her that my role is both to investigate this thoroughly and to ensure that she does not feel she is in a hostile work environment. I would ask that she not discuss this issue with others in the office to ensure that both parties’ privacy in the matter is protected. Finally, I would assure her that there would be no adverse repercussions as a result of her coming to HR with her concerns but also remind her that should it be found that the facts she has presented are unfounded there could be disciplinary action.
My conversation with the male co-worker reported to have asked a female co-worker out on dates repeatedly after being told no would be focused on ascertaining whether or not the incidents reported by the female employee getting the relevant fact from his perspective. I would explain to him that a female co-worker has come forward and expressed that she feels sexually harassed because he has asked her out on dates repeatedly after being told “no”. I would ask him if what his female co-worker has stated is in fact true. If he admitted that he had asked her out repeatedly after she told him “no”, I would tell him that he must not do this again.I would explain to him that his behavior is considered sexual harassment in the workplace because it makes her uncomfortable and is unprofessional. I would tell him that this is an official warning that will be documented and that if he persists in the behavior he is subject to further disciplinary action including termination. Finally, I would explain to him that he is prohibited from engaging in any discourse or behavior (including discussing the matter with others) could be interpreted as retribution or increasing the hostility in the workplace the female co-worker is experiencing as a result of his behavior.