Yeah yeah yeah, standard response. It won’t work. People won’t come forward and nothing can/will be done if anyone does come forward. It’ll just be awkward for them for a while. Maybe someone will get blamed, fired or resigning … and then… it’ll happen again.
The damage is already done. There’s no way to undo it.
They can’t handle this by just asking people to snitch.
Allowing or encouraging individuals to snitch on other individuals is not the way to stop this.
The proper way for a company to handle harassment cases is to prevent them from happening in the first place.
The proper damage control is to admit that they didn’t do enough to prevent it from happening and then tell everyone about how they’re going to follow proper OSHA guidance from here on. Let’s hear about how they let their employees elect a representative and how they plan to implement preventive actions, and what the procedure is to handle any potential situations before they escalate into a shit show like this.
I guess their union representative could have told them this a long time ago, but hey, they don’t have one, because they also thought they could handle everything without any. Look at where that got them.
Employers need to do better jobs regardless of this bogeyman or a unions being needed avenue as they can present their own challenges for staff and employers with the additional level of bureaucracy.
Union I would say is important because when employers take this on, and this is openly advertised by HR/diversity consultants, it’s often with the intention of absolving the employer from liability in these matters, rather than improving the employee’s experience.
Yeah, they need a new robust HR system focused on workplace culture. I hope they’ll realize that it’s necessary if they want the company to still exist.
Yes HR is necessary, but they also need representatives for the employees, who can speak to HR and management freely on behalf of employees, so that any individual doesn’t have to address these kinds of problems personally.
The easiest solution for management is always to fire the one reporting problems, because then the problem goes away. That situation has to be dismantled before they can have an honest discussion of these sort of things. That can only be done by an employee representative.
Yes it could be, but not necessarily. Depends on the country and what their laws are. Many countries have regulations of hazardous working environments (including psychological environment) which mandates companies having more than a few employees to facilitate employee representation, even if the company does not have a collective agreement. It’s a legal obligation rather than a voluntary union.
Other countries aren’t that progressive and only address physical working environments in the law, leaving anything else to the unions.
There’s usually some crossover between what the union and safety representatives do.
It would be nice if stuff like this was taught in schools, because there are a lot of misconceptions about it.
The problem doesn’t go away, they just stop hearing about it. I hope lmg cares about their workplace culture, (it’s even good business sense) so they would want to fix the issues instead of silencing it.
Yeah yeah yeah, standard response. It won’t work. People won’t come forward and nothing can/will be done if anyone does come forward. It’ll just be awkward for them for a while. Maybe someone will get blamed, fired or resigning … and then… it’ll happen again.
The damage is already done. There’s no way to undo it.
They can’t handle this by just asking people to snitch. Allowing or encouraging individuals to snitch on other individuals is not the way to stop this.
The proper way for a company to handle harassment cases is to prevent them from happening in the first place.
The proper damage control is to admit that they didn’t do enough to prevent it from happening and then tell everyone about how they’re going to follow proper OSHA guidance from here on. Let’s hear about how they let their employees elect a representative and how they plan to implement preventive actions, and what the procedure is to handle any potential situations before they escalate into a shit show like this.
I guess their union representative could have told them this a long time ago, but hey, they don’t have one, because they also thought they could handle everything without any. Look at where that got them.
Removed by mod
Union I would say is important because when employers take this on, and this is openly advertised by HR/diversity consultants, it’s often with the intention of absolving the employer from liability in these matters, rather than improving the employee’s experience.
Yeah, they need a new robust HR system focused on workplace culture. I hope they’ll realize that it’s necessary if they want the company to still exist.
Yes HR is necessary, but they also need representatives for the employees, who can speak to HR and management freely on behalf of employees, so that any individual doesn’t have to address these kinds of problems personally.
The easiest solution for management is always to fire the one reporting problems, because then the problem goes away. That situation has to be dismantled before they can have an honest discussion of these sort of things. That can only be done by an employee representative.
So a union?
Yes it could be, but not necessarily. Depends on the country and what their laws are. Many countries have regulations of hazardous working environments (including psychological environment) which mandates companies having more than a few employees to facilitate employee representation, even if the company does not have a collective agreement. It’s a legal obligation rather than a voluntary union.
Other countries aren’t that progressive and only address physical working environments in the law, leaving anything else to the unions.
There’s usually some crossover between what the union and safety representatives do.
It would be nice if stuff like this was taught in schools, because there are a lot of misconceptions about it.
The problem doesn’t go away, they just stop hearing about it. I hope lmg cares about their workplace culture, (it’s even good business sense) so they would want to fix the issues instead of silencing it.
Exactly, what are they doing to ensure the are no future stories like Madison’s?
That’s how we know you’re talking responsibility.