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Don't wait for a formal complaint to take action against an abusive employee... Here's why

by , 01 July 2015
It can happen that one employee is abusive towards another. This can leave the victim feeling harassed, belittled and uncomfortable.

And even looking for a new job if you don't do anything to handle the situation properly!

Before an event of abuse gets intolerable for the victim (or victims) in your workplace, you must take action. And you don't need to wait for a formal complaint to come in before doing so... Here's what you must do.

Always be on the lookout for employee abuse cases
Be aware of what's going on among your employees. If you notice any unhappiness, find out what's going on. It might be more serious than it looks.
 
It's your duty as the employer to identify any cases of abuse in the workplace. Don't wait for a formal complaint from someone. By that stage the situation might be intolerable for the employee who's being abused.
 
Which brings me to the next point…
 
***

2 out of 5 women in South Africa have been victims of some form of sexual harassment in the workplace!
 
According to statistics, two out of five women in the workplace have been victims of some form of sexual harassment...
 
And this is only reported cases! 
 
By taking unreported cases into account, experts believe this figure could be as high as four out of five women! 
 
But this doesn't mean it's only women who get sexually harassed in the workplace. The truth is, employees can be sexually harassed no matter what their gender.
 
As their employer, the law requires you to both prevent and deal with sexual harassment complaints in an even-handed manner that protects the alleged victim, while also ensuring that false claims are investigated and dealt with...
 
And this includes taking the correct procedures when an employee lodges a sexual harassmentcomplaint.
Keep reading here...
***
 
It's your duty to protect your employees from abuse
It's important you take it upon yourself to protect your employees from any form of abuse; whether it be harassment, discrimination or sexual abuse.
 
The moment you identify (or someone tells you what's happening) in the workplace, you must take action by following the necessary disciplinary procedures.
 
This goes according to the Employment Equity Act and the Code of Good Practice for Handling Sexual Harassment Cases.
 
If you don't, an employee can lay a charge against you at the CCMA or possibly even tak civil action against your company.


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