Prevention Of Harassment Letter: Fill & Download for Free

I have had more than my due share of harassment, abuses, and sexually explicit pictures sent to me. One percent of all the private messages and comments received, fall into this category. I have, on more than one occasion, shared a few of them on this platform. I have a folder in which I have preserved screen shots of a good number of them. Earlier I used to simply delete them. Now I report/delete but first take a screen shot.Here is a screen shot of one recent question publicly asked here.There are some more in the last couple of weeks but I will spare you the horror of having to look at them. Some are sickening porn pictures and I have horror of my wife accidentally seeing them on my screen, when she occasionally passes by, as I sit with my laptop. What impression will she have of Quora? Any surprise if she demands that I close my account forthwith? Many of my followers and well-wishers have expressed a desire to see her joining Quora but I have not encouraged her. I am happy that she has kept off Quora completely mainly for this reason. Fortunately, she has not expressed any desire to join me here. She has her own ways of keeping herself gainfully and pleasurably occupied.In answer to the question, they have never made me take a break or leave. I just ignore them. I mute/block/report and forget. Again, in answer to the question, I believe, this is widespread. A large number of Quorans will agree with me. Female Quorans are prime targets.I have now learned to live with the occasional unpleasantness that we will encounter if we get involved with social media on the internet. It is a price we pay for all the great benefits which in my case are worth this minor nuisance.Years of experience on the web have convinced me that this is the only practical thing to do. There may be legal remedies in individual cases but there is no solution to the problem and it just can’t be prevented. There are just too many depressed, frustrated, mentally sick or just immature and mischievous minds out there and anonymity is a great weapon that they use. Most are one timers. They deliver their shock and run away, never to be seen again.This dark side of the internet is very real and must be faced. The greater your success and popularity the more the chances that you will be targeted. My age and gender have given me no protection.Even in the pre-computer and pre-internet days we had to put up with anonymous phone calls made from public booths and unsigned anonymous letters, graffiti on the walls, rumor and gossip mongering. So trolling on the internet is nothing new. It has only got more sophisticated.—Edited to add:Some time ago, I had answered a similar question.Please read if interested.Gopalkrishna Vishwanath's answer to What is the most offensive thing a stranger has ever said to you?—

Unwritten rules of being an HR Manager:The objective of this article is to dissociate the function of the HR department from mobbing or labor harassment practices.When the human resources department acts passively in the face of cases of harassment, it is somehow endorsing workplace harassment.Some believe that these practices of psychological harassment or mobbing arrive in Latin American countries in the hands of European multinationals, where there are many cases of workplace harassment.There is an important difference between informing, according to the law, a person that the company dispenses with their services and harassment at work.If the company has dismissed a worker, it is legal that it then prevents their access to the Company. Here I have given a detailed information about unwritten rules of being an HR Manager to know more search “Zoe Talent Solutions” in Google.Very different is when the company wants to act outside the law, does not dismiss but legitimate dozens of harmful actions to force a person to resign and thus reduce compensation costs.Or when companies do not comply fully with the law, they resort to harassment to get rid of employees who, together with a labor compensation, also claim other points such as unpaid commissions, retirement contributions, moral damage, etc. and get a domino effect with the other workers.The actions of harassment or harassment, which no professional, much less the HR department should adhere to have to do with:Subtle and repeated actions of psychological pressure against one or several people that the company itself or a worker considers as 'black sheep': insult, denigrate, disturb, annoy, change positions repeatedly, hide, change places or steal their elements work, make fun of their dress or private aspects, induce others to act in the same way or not direct the word to this person (make 'the vacuum to someone') lie, slander, exclude any activity that is performed group, marginalize someone, raise the tone of voice exclusively with one person, restrict all possibilities for growth within the company, leave notes with disqualifications on your desk, accuse someone of something that is not true, send internal mails with mockery towards a person, extort (do such a thing,I will give you another) etc.Harassment if it does not lead to a certain objective, can serve to make the bully feel better, in front of another worker who considers a threat to himself.This harassment or labor harassment can occur in 4 directions:1. Institutional harassment towards one or more workers .When the 'order' comes from the top of the company.The company wants to reduce its costs and chooses to 'force' to resign and not pay compensation.Or because of a cultural issue, in a discriminatory act, a 'different' person may be forced to leave the company, as in the case of a successful seller with HIV in Citibank Argentina.If for a company it is essential to dismiss one (or several) person / s via mobbing and harassment strategies means that internally all human resources management processes have failed such as selection, training, cost management and administration, management of the work climate, organizational development, among others.When this happens, he talks about an inept management whose only tool is to use terror to achieve his goals.2. Harassment of a Supervisor or Command to worker .When a Manager or Supervisor harasses one or several people deliberately.You may believe that another person could take your job.Or consider that someone is too rebellious to handle, or does not like as a person.Perhaps the harassed worker does not flatter the boss enough or does not follow the rules of the majority in dealing with him or her.3. Harassment of one or more workers towards a Supervisor or Command .This practice often has to do with people with a high degree of frustration at work (and staff) who consider that they were deserving that position or see that the Supervisor or Command imposes a new discipline, change or new way of working to which They do not want to adhere.4. Harassment among workers .When one or several workers harass one or more workers deliberately.It may be due to personal or work problems.The seller who sells the most, can be a victim of harassment because it leaves in evidence to others who blame their ineptitude on external factors (the economy of the country, etc.). Who does not 'follow' certain rules or behaviors typical of the Most may be the victim of harassment.This type of harassment can be known as 'the law of jail' emulating the penitentiaries, where rules of informal behavior created by the workers themselves, due to organizational flaws of the company itself.One thing is the natural leaders who act within the framework of the rules of the company and another when the natural leaders assume functions that do not correspond to them, such as imposing norms of conduct, rewards and punishments to others without explicit permission, or guardianship or control of the company.The role of the human resources department, far from encouraging or supporting any of these behaviors, has to do with preventing, detecting, reporting and resolving issues related to harassment in the workplace.1. PreventThrough communication so that at some point everyone can express their opinion about the workplace, encourage organizational development, give the importance it deserves to the internal code of conduct and respect equality between workers.The human resources department is the one who must have control so that the rules of conduct are met.2. Detect.It is easier to detect this type of behavior if you are in contact and maintain a fluid relationship with the workers.Encourage breakfasts, lunches or work meetings between areas to talk about group and individual work topics.Elaborate indicators of absenteeism factors in the company.The increase in absenteeism may indicate that the internal climate is not entirely healthy for work.Pay attention to complaints or complaints about aggressive or harassing people.A complaint not taken into account in time can end in a millionaire lawsuit for the company and in a criminal and civil action for managers and managers.3. Inform.Any detected irregular action must be reported to the top management or to the General Manager in great detail.If the company intends to incorporate non-tolerance to workplace harassment in its culture, it is good that everyone is involved with the issue and that small preventive actions can be established as precedents for the future.It is good to take advantage of these cases to offer information to the rest of the employees.You could put a message on the bulletin board (or make a brief meeting) Intranet or internal magazine of this type:"The HR Department reminds all workers of XXXX SA, that our code of ethics says that it is not acceptable to raise your voice or insult others in the workplace.Any questions or queries on this topic or another can be communicated every day to XXXXX and ask for Patricia Lagos ".Far from exasperating tempers, a timely message when a case of misconduct is detected, will serve to reaffirm who establishes and the rules in the work (the company) and not everyone, according to their mood and personal frustrations.4. Solve.Draw up a plan in case of detecting small actions that can lead to a case of harassment.Set priorities in the treatment of the topic: a) urge the direct leader to have a conversation with the potential harasser b) if this continues to organize a second talk with the supervisor, the harasser and the HR department) if this is missing of continued conduct a written warning or suspension of the potential harasser must be made.The position of the company must always be framed against the stalkers and not against those harassed for reporting an incident.The Argentine Justice, made in 2006 to the complaint of the employee of a law firm that she was dismissed with just cause (without compensation) after having delivered a written complaint to another partner of the study, saying that her boss harassed her at work.In the letter she said that her boss mocked her private life, that she criticized her using verbal violence, that she had no visual or verbal contact with her and that she had reduced her tasks to the minimum expression.The judge justified his decision: "The circumstance that a worker makes a complaint referred to one of their heads and partner of the study, and that such determination, without a prior study about the plausibility of the grounds given deserves the expulsion, makes one think that part of those accusations are, at least, credible. "It should be noted that in all companies there are clashes, power struggles, strong arguments, jealousies, intrigues, anger, strategies to discredit another, which are inherent, not to a company but to the human being itself.It constitutes harassment only when the harassing behavior is repetitive in time and always targets the same person who feels affected by the act.These practices of workplace harassment, reduce competitiveness to the company, because1. Cortangle organizational development.Organizational behavior is a key factor for organizational development.In a climate of stalkers, harassed and passive witnesses of these maneuvers, the physical and mental energy and the predisposition to carry out the processes is less than in a company where there are no major behavioral problems.2. Unlike the competition, the company becomes a terrible place to work.3. The work environment is tense and coercive, more typical of a prison unit (with rules imposed by the inmates themselves) than of a productive unit.4. Sooner or later the voice of this pernicious culture spreads, which will affect the image of the company and its directors.5. The harassers, in addition to harming the work environment, and lacking ethical values ​​can lead the company to a lawsuit for harassment or discrimination.To prevent these behaviors it is necessary1. Encourage internal communication.The periodic meetings of the managers with the workers, the managers with managers, the controls with their people, etc.They encourage openness to listen to the vision of others.Open an internal complaint line or email exclusively for cases of workplace harassment.The complaints must be anonymous.2. Make it clear, in writing and verbally to managers and workers (as many companies in the United States do) that the company will not tolerate any misconduct, much less workplace harassment.3. Train in prevention of workplace harassment, code of conduct, ethics, interpersonal relationships, communication and emotional intelligence.Courses, seminars and internal talks on compliance with the code of conduct, on organizational ethics and interpersonal relationships provide tools for all to prevent and detect cases of harassment in the workplace.4. To incorporate the company, prefer people who are open to learning, integrating and conciliatory than the tough, closed and grouchy.The majority of cases of harassment have as protagonists closed and sharp people, who consider that the only valid point of view is their own.These actions of prevention, realize that the company is far from endorsing this type of behavior and puts the human resources department as a key strategic partner in conflict management and not as a protagonist or generator of a conflict.

I was already retired but remained on as a casual employee with the company (at their request). I initially received a monthly data dump from our customer that I honed down into and Xcel report that I forwarded back. The customer eventually modified their data collection system to provide an automated output of the information they needed and I was no longer providing any work product.After several months of not receiving any additional tasking I requested to be moved to fully retired. It was beneficial to both me and the company. Even as a casual employee I had to participate in all of the prevention of sexual harassment, EEO, IT Security, and other training that cost the company to document. Additionally, my wife and I would go on foreign travel at least once a year. Prior to leaving the states I had to notify the company of my travel plans, complete documentation relative to information and personal security in the even I was approached by someone overly curious about my job or information on our customer. I then had to fill out additional documents when I returned from the trip and be verbally debriefed. All of this cost money to the company and I was no longer bringing any money in for them.I spoke with my immediate manager and explained the reasons for my full resignation and he agreed that it was probably a good idea. I emailed my letter of resignation to him which he forwarded on to the local director of our office. Early the next morning I received an email back from the director to reconsider and requesting that I give him a phone call. It seems the company was competing for a major contract to support another large government agency and the main part of the contract was to provide technical support for the customer’s operations department. Since this was my specialty for the past 40 years the director requested that I withdraw my request to retire and remain with the company to provide input to the technical responses for the contract.There was actually about three of us that were semi-retired that were all called back to assist with the contract bid response.On one occasion, I was flown back to my original worksite to assist in responding to areas of the contract with all my expenses paid. I worked from home for the next several months until our company’s bid response was submitted for consideration. During the past eighteen months, I have again been idle so I again submitted a request to resign and about two months ago it was accepted. So now I am happily completely unemployed and fully retired.