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Managers can face punishment for workplace retaliation

Discrimination in the workplace is a very serious matter and while it has been getting much more attention lately, it is still a problem for many people. As an employee, you have the right to work in a safe place that is free from harassment and discrimination. Furthermore, you also have the right to make a complaint if you are experiencing such behavior. Unfortunately, many managers, even those in Kansas City, retaliate against employees that file complaints about discrimination.

It is not uncommon for some supervisors to think that they are untouchable, but, in reality, there are severe repercussions for those who take retaliatory actions. Managers can suffer job loss to legal consequences for retaliating against employees.

Take these steps if you’re a victim of sexual harassment

Recently, workplace sexual harassment has been a hot button topic in the media. Victims of sexual harassment have been coming forward and demanding that the harassers take responsibility for their actions. While women and men both are speaking out against such abhorrent behavior, the necessary changes will take time to filter through every industry.

In the meantime, it is vital to know what to do if you are ever a victim of sexual harassment in the workplace. The following steps are a guide you can follow if you find yourself in such a position.

Segregation is still an issue in the service industry

In the restaurant industry, one thing that stands out is how women and minorities tend to get fewer promotions and work less desirable positions. There is occupational segregation as well, which means white individuals tend to enter into higher-paying fields in the service industry while those of color receive lower-paying jobs. One survey suggested that 58 percent of black individuals worked in the lowest-paid segment of the service industry, quick serve, while only around 26.6 percent of white people filled these low-paying jobs.

Across this industry, the pay people receive varies as well. Fine-dining workers tend to earn more than quick-serve workers, for instance. Another factor that plays a role in pay is where you work in the restaurant itself. Line workers, cooks and back-of-house workers may earn less and tend to include minorities, while these individuals are outnumbered two-to-one when it comes to front-of-house positions.

3 steps to take if you're being harassed by coworkers

Everyone wants to go to a workplace where they feel unthreatened and free of harassment. Imagine going to work every day and facing sexual harassment, harassment for your cultural background or discrimination because of the color of your skin. It's never a good situation to be in.

For people who face harassment from coworkers, it's a good idea to look into your options for ending the harassment for good. Quitting isn't the right choice, since you need to make sure others know what's happening and that those harassing you are held responsible.

What if I’m assaulted in the workplace and then terminated?

Workplace injuries are simply part of life and occur in every single profession. In most instances, the employee who suffers an injury reports the injury and files a claim with the employer, and may enlist legal guidance to ensure that the claim settles fairly.

However, some kinds of workplace injuries are more complicated legally speaking, such as when an employer suffers a physical assault in the workplace. Many employers maintain policies that punish employees involved in physical altercations, regardless of fault.

Understanding your rights as a worker

You found a new job after moving to Missouri or Kansas, and you thought everything was going to be great. Shortly after you started, you began to notice that you were being treated differently than other employees. You weren't sure why until a coworker suggested it might be because you're a woman.

Once he suggested that, you began to pay attention and noticed that you'd be treated differently when you wanted to do a job. You'd be told you should let a man handle it or that you should stick to desk work. The underlying sexism is obvious, and you want to know if you can file a claim against your employer. With the protection of the law and the assistance of an employment law attorney, you may be able to.

Views on sexual harassment on the job appear to be changing

The laser focus of the media has lately been on sexual harassment in the workplace — from the glittery lights of Hollywood to the hallowed halls of Congress, and all points in between.

Changes in the views on sexual harassment?

The top 12 reasons workplace bullying continues

No employer wants bullying to disrupt the workplace. In some cases, it can even lead to discrimination and other illegal actions. More and more, companies are taking this type of harassment seriously.

Even so, bullying continues. It may not be as overt as it was in grade school, but it's clear that people don't outgrow this behavior. Below are the top 12 reasons why bullying won't end, according to a study carried out by the Workplace Bullying Institute:

  • 21 percent: Bullies do not get any sort of punishment from the employer. This allows them to thrive in the workplace.
  • 15 percent: The workplace isn't governed by proper laws to put an end to the activity.
  • 13 percent: People in the company simply don't have the desire and drive to stop the bullying. They know it happens, but it's too big of an issue and no one takes it on.
  • 13 percent: Coworkers just ignore the behavior, standing idly by when it targets another member of the workforce.
  • 10 percent: Cutthroat activities actually get rewarded due to the workplace culture. When the bully gets a promotion, it sends a message.
  • 10 percent: Some workers have social issues and psychological problems. This group may be small, but they have an impact.
  • 6 percent: Those doing the bullying are also those in charge. They are owners and executives with the company.
  • 5 percent: The bullying isn't confined to the workplace. It's part of society and just works its way in.
  • 3 percent: Executives and others up the corporate ladder pass down orders that promote bullying.
  • 3 percent: The company actually lacks a person or department set up to stop bullying.
  • 1 percent: People are naturally aggressive. Even when companies try to put an end to bullying, they can't change human nature.
  • 0.7 percent: Those who are being bullied actually did something to invite it or promote it. This is incredibly rare.

Sexual harassment can result in physical and emotional damage

Recently, some top names in Hollywood have been in the news, accused of sexual harassment. The fall of a high-profile producer launched the #metoo movement, with women all over the world coming forward with their own stories of sexual harassment and assault. While the fight against this kind of behavior seems to be gaining strength, the reality is that sexual harassment in the workplace is nothing new. It has been occurring for many years, even in Kansas City, leaving victims suffering the emotional and physical effects.

For victims, sexual harassment can result in mental distress, such as depression, anxiety and post-traumatic stress. For people already suffering from such conditions prior to the harassment, it can aggravate these symptoms or make them worse. Furthermore, when victims experience sexual harassment in the early years of their careers, the effects are more likely to be long-term. In cases where the harassment involved violence or assault, the likelihood of post-traumatic stress disorder (PTSD) increases.

Parents can help reduce the risk of sexual abuse at school

Parents send their children off to school to improve their lives and grow their minds. Most teachers respect the trust that parents place in them and do their best to shape the children in their care into more intelligent, mature and thoughtful humans. Unfortunately, there are some people, including teachers, custodians and other professionals, who seek out positions at schools to have access to children and teens. These predators may use their proximity or authority to sexually abuse the children in their care.

For parents, there is little you can do to control what happens in school. You simply can't attend and follow your child all day, ensuring that no one hurts him or her. What you can do, however, is inform yourself about the common signs of abuse and talk to your child regularly about bodily autonomy. You can also commit to taking action if something does happen to your child.