Summary
Often the most publicized offenses involve sexual harassment, but federal managers should focus on other complaints as well. A 2005 study by the Equal Employment Opportunity Commission concluded that federal agencies have issued policies that require immediate response to claims of sexual harassment in the workplace, but other harassment claims have not received similar attention. Agencies must have a policy addressing harassment in all forms. And when an incident occurs, supervisors and managers must take the following proactive measures to prevent further offenses: 1. Investigate right away. 2. Separate the accused from the accusers during the investigation. 3. Discipline the perpetrators. 4. Remind employees of their anti-discrimination obligations by posting notices and providing training. It is unfortunate that racial epithets and ethnic slurs still happen in the federal workplace. As a manager, you must be aggressive in your response. It is up to you to keep your employees free from harassment and your agencies out of legal trouble.
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Extract
Halting Harassment
Racial and ethnic slurs are all too common; just look at recent media flaps over offensive comments from radio host Don Imus, comedian Michael Richards and actor Mel Gibson. The federal workplace is no exception. This conduct is inappropriate and if left unchecked by management, it could become a liability...
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