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Vicolo Calcirelli 96
Scopello, TP 91014
0326 0249394 *******
There are two legally recognized types of sexual harassment, quid pro quo and hostile environment sexual harassment.

The most common is Quid Pro Quo, which approximately translated through the Latin means "something for something." This kind of harassment occurs whenever a persons' acceptance or rejection associated with the sexual advances of another individual determines the victim's financial development or job advancement. The victim needs to demonstrate that there was a threat of economic loss due to the harassment in proving this type of sexual harassment. Putting workers for the reason that situation not only affects those associated with the harassment, but also impacts job that is overall and productivity.

Aggressive environment harassment that is sexual when unwanted intimate conduct does occur into the workplace and makes the task environment hostile and demanding. The workplace may include intimate graffiti, repeated intimate advances or offensive language. While this sort of harassment may well not result in a concrete loss in work or advertising, the environment of working under this kind of intimate harassment has serious implications for the workers' psychological state.
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Everything covered within the worker training
The expenses; their responsibilities; what things to avoid; what to watch out for
The way to handle complaints, including how to document

Tip no. 7: Thoroughly investigate all harassment complaints.

Not totally all allegations of harassment are of equal merit or severity. The main one absolute, nonetheless, is: never ignore a harassment issue, whether made formally or being an gripe that is informal.

Listen to all ongoing events concerned
Maintain confidentiality (to the extent possible)
Communicate the outcomes of the investigation to the complainant and accused
Just take appropriate action, e.g., feedback, training, coaching, guidance, disciplinary action, termination

Tip #8: Protect complainants, witnesses and accused from retaliation.

Not only retaliation that is formal the employer, but additionally informal retaliation by workers, e.g., gossiping or shunning.
You might think about an "in good faith" caveat, i.e., fabricated complaints won't be tolerated and will be susceptible to action that is disciplinary. If so, carefully differentiate this from truthful complaints made in good faith, that are found to not be in violation of legislation or policy.

Tip no. 9: Document all of the above.

You probably won't be able to prevent harassment/discrimination lawsuits or EEOC costs from being filed against your company. You could guarantee a finding that is favorable. Our advice: