In every workplace, it is important to maintain a healthy working environment among employees and between the employees and their superiors. Every employee regardless of stature is obligated to respect the boundaries between them and other employees to maintain a good working relationship. As with every community of people, these boundaries sometimes are overstepped, and in many instances, it is the superiors who overstep their authority. There are different types of workplace overstepping, but the most common one is harassment.
Harassment is the most common form of overstepping in a work environment. Harassment is discrimination of individuals based on their gender, religion, race, sexual orientation or physical appearance. Workplace harassment may take different forms including physical, racial, verbal, religious, and sexual or any other kind of discrimination suggestive or implied. If you interested in more information on this issue you can read this gender bias essay.
There are certain steps a person can follow to get remedy harassment by a superior at a place of work. The steps depend on the type of discrimination the person is facing.
Filling a Claim
The first step when a person is facing harassment of any type is to file a claim with the EEOC. Filling a claim helps the victim to set the train of remedy in motion.
Harassment During Interview
A job applicant may face discrimination during an interview. Harassment, in this case, may be in the form of discriminatory questions. The panel may ask provocative questions that are designed to make the interviewee feel frustrated or inferior, while at the same time not being of any direct benefit to the job interview.
An employee may decide to terminate their employment contract from the harassment claims. A resignation process should be carried out professionally. A termination notice is appropriate before resigning to allow the employer ample time to find a replacement. A formal resignation letter would be adequate to communicate date and reason for termination of the contract.
Filling a harassment claim may lead to the employee being laid off. An employee laid off for whatever reason is entitled certain benefits. The human resource department of the firm is obligated to communicate to the employee the reason for termination and the rights of the employee.
The Firing of an Employee
An employee who has been fired due to filling of harassment claims should be made aware of their rights by the human resource department. Any other benefits that such an employee is entitled to should also be communicated, and compensation made swiftly.
There are other ways through which a superior may overstep the boundaries. Such overstepping may be non-discriminatory and are therefore not considered harassment. Certain steps are however important to take to remedy the problem and avoid a repeat of such misunderstandings.
Be Confident About the Violation
When a superior violates workplace boundaries, it is important that you do not develop a victim mentality. More appropriate action would be to use the right step to remedy the problem at hand
Make Sure It Is an Actual Violation
A clear understanding of the actual violation is important before the right step is followed for remedy. Understanding the actual boundary violated will also make you more comfortable seeking a solution.
Communicate the Violation to the Person
Make your superior aware of the violation. There are instances where the superior is genuinely unaware of the boundary violation. Being calm and clear helps the superior accepting and more willing to work with you to find a solution for the violation.
A reaffirmation of the boundaries would be important in the last stage. Stating what exactly the limits of your boundary help to avoid a repeat of the violation.
In conclusion, it is crucial to seek a remedy for all kinds of workplace overstepping. A solution for any misunderstanding is important if a workplace is to remain at optimal efficiency. A healthy working environment ensures mutual respect and has mutual benefit for all the stakeholders in the organization.