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When we hear about cases of sexual harassment (SH) – heard from the grapevine or otherwise – we commonly either blame the victim for the wrong reasons (she should not have dressed that way, it was simply a touch and not rape) or condemn the suspects (send them to jail! teach them a lesson!). This is often a case women employee abuse. But have we ever thought about where the management comes in all of these? The general public are mostly ignorant of Republic Act 7877, or the Anti-sexual Harassment Law, and what it constitutes. Those who do know still often treat is as an issue that is just between the victim and the perpetrator (or suspect, if not yet found guilty). In truth, this is just a part of the bigger picture. SH is also classified as women employee abuse, and in a larger scale, violence against women (VAW). First of all, it is sometimes the kind of office atmosphere that either disapproves or tolerates such misconduct from employees and specifically, the superiors. In an environment where sexist remarks and doings are accepted as just natural, no wonder many women get victimized in the office. There is little to scare the perpetrators away from such disrespectful acts. S. H. as a Management Issue Many times, SH charges by the victims are ignored by the management either because they would not be bothered by ¨petty things¨ or because they are doing damage control, meaning they would not like the name of the company to be dragged in such women employee abuse issues. Such neglect and/or lack of concern could also exact a high cost to the company through the following:. • loss of productivity • high absenteeism among affected employees • long-term sick leaves resulting to work disruptions • retraining of new personnel over and over due to discontented people leaving • low morale among female employees • still a tarnished public image regardless of damage control • corporate finance setback because of possible litigation costs. Contrary to popular belief, the law does hold the management liable in cases of neglected/ignored SH charges filed against someone in the office, particularly one who has authority over the complainant. Under the law, justice delayed is justice denied; justice denied is, well, what it is. It is a direct disregard of the law and the law penalizes employers or companies for such misdemeanor. Dealing with a case of sexual harassment (with a formal complaint filed) equates to a high cost that maybe involved. Valuable time and money are spent particularly in conducting investigations. Included, too, are the costs of counseling distressed staff. There is, too, the possible compensation award for the victim should she wins the case. This is the case in the United States, according to studies. In could also be realistically true in the Philippines-base companies. Ten-Fold Ounce of Cure We have always said that to prevent sickness, there should be an ounce of prevention. The same is true in the office setting. Why wait till the whole company gets affected? Preventing sexual harassment is not just right. It is the law. And so, why wait for any incidence to happen? Nip it in the bud or else, it will grow claws. The Anti-Sexual Harassment Act (RA 7877) imposes a duty on the employer or management to prevent or deter any commission of acts of sexual harassment or women employee abuse in the workplace. Failure to act after knowing the commission of an offense shall hold the company for damages arising from the act(s) of sexual harassment.
Article Source: http://www.largedirectory.info
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