Skip to main content

Michael Saltzstein Discusses HR’s Role in Stopping Harassment

 Workplace harassment is a serious concern for any HR team, and Michael Saltzstein has seen many HR departments place strict sanctions against it. Even a single major scandal could be catastrophic to a company’s image and completely goes against HR’s role in helping to protect employees. With more sexual harassment cases coming to light, coming from companies large and small, the social climate requires HR departments to take a more active role in identifying and halting such instances.

 

Standing Against Harassment

HR departments must make a public, clear stance against it. This doesn’t just mean drawing up guidelines and restrictions in employee handbooks. It also means taking active measures to ensure that employees understand what sexual harassment is and why it should not tolerated in the workplace.

 

Michael Saltzstein has seen that HR departments must implement programs teaching employees to identify these situations. And beyond just identifying these situations, employees should also understand what specific behaviors are deemed inappropriate and unacceptable in a professional workplace setting.

 

Protecting Employees

If instances of sexual harassment occur, it’s up to HR to protect employees and the company against the legal risks and the potential massive damage to its reputation. It becomes complicated, as investigations are not always easy. In protecting the company and employees, HR must follow the correct procedures that prove that the act happened and who was responsible.

 

Michael Saltzstein has seen many HR departments implement a stringent zero-tolerance policy for sexual harassment. And there is even less tolerance for retaliation. HR departments also offer multiple channels for reporting instances of sexual harassment, which includes anonymous reporting. It allows employees to feel safer reporting these instances and providing evidence without fear of retaliation, especially if the culprit has power over them.

 

There’s still a long way to eliminate sexual harassment from workplaces. Michael Saltzstein feels, however, that HR departments are making good progress in educating employees and giving them opportunities to speak up without fear of losing their jobs.

 

Labels:

Comments

Post a Comment

Popular posts from this blog

Michael Saltzstein Explores Practical Ways to Help Families Displaced by Wildfires

  Michael Saltzstein on How to Support Families Affected by Wildfires Wildfires often displace thousands of families, leaving them with little more than the clothes on their backs. The immediate aftermath of such disasters is challenging, with families facing the loss of homes, possessions, and a sense of security. Michael Saltzstein explains that w hile the road to recovery is long, communities and individuals can play a vital role in supporting those affected. From donating essential items to offering emotional assistance , there are many meaningful ways to help families displaced by wildfires.     Donate Essentials and Financial Aid   One of the most immediate needs for displaced families is access to essentials like clothing, food, and hygiene products. Local shelters and disaster relief organizations, such as the American Red Cross or local food banks, often coordinate donation drives to provide these necessities.     1. Financial Contributions  ...
Post a Comment
Read more

Michael Saltzstein Highlights Why Employees Create Silent Workarounds When Processes Don’t Work

    Michael Saltzstein Reveals How Silent Workarounds Reveal Deeper Process Failures In many workplaces, broken systems stick around not because no one notices, but because no one feels comfortable speaking up. Instead of raising concerns or challenging inefficient processes, employees often create quiet workarounds just to keep things moving. As Michael Saltzstein points out, these behind-the-scenes fixes aren’t signs of creativity or resilience. They are red flags that something important is missing, which is psychological safety.     A workaround may be as simple as using an unofficial spreadsheet instead of a clunky CRM or copying a coworker’s workflow to avoid dealing with red tape. While these silent fixes keep daily operations from stalling, they also mask inefficiencies and prevent systemic improvement.     Why Employees Stay Silent   The silence surrounding broken processes often stems from fear of being seen as negative, resistant, or difficul...
Post a Comment
Read more

Michael Saltzstein Explains How Cognitive Load and Decision Fatigue Hurt Workplace Productivity

  Michael Saltzstein on Cognitive Overload at Work Can Lead to Decision Fatigue Modern workplaces are filled with tasks, notifications and decisions that demand constant attention. While this environment may seem like a mark of efficiency, Michael Saltzstein mentions that it often masks a hidden cost: cognitive load and decision fatigue. These two psychological phenomena can silently erode productivity, well-being, and the ability to make sound choices throughout the workday.     Cognitive load refers to the mental effort required to process information and complete tasks. When this load becomes excessive, it overwhelms an employee’s ability to think clearly and retain important details . Combine this with the endless decisions many workers must make each day, from responding to emails to prioritizing meetings , and you have a recipe for burnout and poor judgment.     Decision Fatigue Builds Quietly   The average adult makes thousands of decisions dai...
Post a Comment
Read more