“From Dismissal to Disaster: How One ‘Easily Replaceable’ Employee Cost Their Company Its Biggest Client”
If you’re planning to fire the person who handles your biggest client, you should probably have a solid backup plan in place
Image credits: Agustin Farias / unsplash (not the actual photo)
When an arrogant HR manager went ahead and let go of a crucial team member, it backfired in spectacular fashion
Image credits: Mohamed hamdi / unsplash (not the actual photo)
Image credits: BeaconIcon
Harassment in the workplace is a serious offense that requires a thorough investigation before termination
Harassment can take on many shapes and forms. Whether it’s bullying, racial discrimination, or verbal or physical misconduct, harassment is basically unacceptable behavior.
The Cornell Law School website defines harassment as “words or behavior that threatens, intimidates, or demeans a person,” adding that it is “unwanted, uninvited, and unwelcome and causes nuisance, alarm, or substantial emotional distress without any legitimate purpose.”
Cornell notes that in employment law, harassment is defined as “offensive, unwelcome conduct based on a victim’s protected characteristic, that is so severe or pervasive that it affects the terms and conditions of the victim’s employment.”
A 2021 study conducted by AllVoices found that 44% of employees polled had experienced harassment at work. It ranged from personal harassment and bullying to discriminatory harassment and bias, and online harassment and cyberbullying.
53% of respondents said their workplace immediately addresses harassment. But 12% reported seeing no action whatsoever. Just over half of those who had filed harassment complaints had had their issues fully resolved.
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