Despite legislation and law enforcement, incidents of harassment still occur in the workplace. Often employers are at a loss in knowing how to prevent it. They can’t be everywhere at once to supervise first-hand what is taking place in their business.
The new training being offered by the EEOC is a proactive solution for preventing harassment. The training applies to real life situations and gives employees and employers valuable tools that begin by addressing uncivil behavior, which can escalate and lead to harassment.
How Does This Training Differ from Other Anti-Harassment Education and Training Programs?
Traditional anti-harassment or anti-discrimination training programs focus on educating supervisors and workers about existing laws, legal definitions and liability standards that businesses must meet.
The EEOC’s new programs , called “Leading for Respect” and “Respect in the Workplace,” focus directly on conduct.
Participants in the program learn about treating others with respect and what respectful conduct involves. By fostering respectful behavior in the workplace, businesses can also become more efficient and profitable. The training also assists employers by reviewing their policies and procedures and evaluating them in terms of harassment prevention.
The point where a company starts preventing harassment is by changing its culture. Two main aspects of the program geared to do this are workplace civility training and bystander intervention training.
Workplace Civility and Bystander Intervention Training
Workplace civility training promotes civility and tolerance for diversity in the workplace. When workers enter a general culture of civility, employers often see less of its counterpart, harassment.
Civility training has been used by employers and is not new to workplaces. However, bystander prevention training is a newer concept for preventing harassment.
Schools and colleges have used violence intervention training as a way to curb sexual assault. It empowers students to intervene and prevent assault by increasing bystander awareness, encouraging collective responsibility, empowering students through skill-building exercises and making resources available to support intervention. By-stander prevention training brings the same skills to the workplace to enable workers to intervene and stop harassment.
If you have questions or legal concerns about workplace harassment, find out how we can help.
Stephen Hans & Associates has decades of experience assisting company owners with employment related issues.
The common perception is that workers’ compensation claims arise when someone is involved in a work-related accident. Often, however, one of the most debilitating conditions may stem from environmental conditions—from substances present in the building, rather than from a specific incident. The term “sick building syndrome” has evolved to describe these types of injuries.
Q: What is sick building syndrome?
A: According to the National Institutes of Health, sick building syndrome, or SBS, refers to a situation where many of the occupants of a specific building experience the same adverse health challenges. For example, persons working in the same building may experience headaches, nausea and other specific maladies, or there may be increased absenteeism among workers at a specific location. In many instances, the actual source of the health problems may be difficult or impossible to ascertain.
Q: What are some of the telltale signs of SBS?
A: SBS can manifest in a wide array of symptoms, including:
Q: What are some known causes of SBS?
A: The World Health Organization issued a report finding that sick building syndrome is often cause by mold and bacteria, but the existence of chemical contaminants, and by pollen and viruses.
Q: Can you seek workers’ compensation benefits for Sick Building Syndrome?
A: Yes. In New York, to recover disability benefits as a result of a work-related condition, you must show only two things—that you were working, and that you suffered injury or illness in the course of your employment. If you can show that many of your co-workers experienced similar health problems, and incidences of similar illness were less in nearby work environments, that may be circumstantial evidence to support a workers’ compensation claim.
Effective Workers’ Compensation Attorneys in Queens, New York
At Pyrros & Serres, we bring more than 50 years of combined workers’ compensation experience to injured workers throughout the borough of Queens and New York City metropolitan area. We built our successful practice on a commitment to personal service and attention. As a result, many of our new cases come to us as referrals from our colleagues in the legal profession or from other clients.
We handle all types of work-related injury claims, including cases involving:
Back and Neck Injury | Traumatic Brain Injury (TBI) | Fractures | Shoulder, Arm, Hand and Finger Injury | Hip, Leg, Foot and Toe Injury| Burns | Paralysis |Occupational Illness | Spinal Cord Injury | Permanent Scarring or Disfigurement | Amputation or Loss of Limb | Hearing or Vision Loss | Accidental Death
For more information about the services we provide, see our practice area overview page.
Pyrros & Serres LLP
Workers’ Compensation Attorneys—Queens, New York