The Employment Non-Discrimination Act of 2007 set up several laws governing businesses and their employees. These laws and policies concerning a respectful workplace were instituted to help protect the rights of employees and to ensure that the working environment is pleasant and fair to all parties. Educating employees and managers on these laws is an essential step toward creating a respectful workplace.
Sexual harassment in the workplace is an issue for many companies, and this law helps provide workers with a safe place to work. Train employees about the basics of what is considered sexual harassment, and give them a place to discuss any potential concerns or complaints in a safe and non-judgmental environment. Employers must enact policies of their own to deal with sexual harassment, and they, in turn, must follow these policies to the letter.
The Employment Non-Discrimination Act of 2007 specifically covers issues regarding sexual orientation-based harassment. No employee should be discriminated against based on his sexual preferences. Employers are required to enact strict policies to protect workers who may have different preferences and to create a respectful workplace. Educational training courses on diversity will help employees learn more about interacting with those who may be different in this regard.
Religious-based harassment is typically subtle, but it is still an issue in many workplaces. The Employment Non-Discrimination Act of 2007 states that religious differences are protected and that no employee should be discriminated against or harassed based on her religion of choice. Companies must create policies that govern this behavior in the workplace and provide employees with adequate training on religious sensitivity issues across many different belief systems.
In addition to covering harassment issues, the Employment Non-Discrimination Act of 2007 also protects employees from wrongful termination for airing their grievances or taking legal action due to these grievances. Employees may not be dismissed due to complaints, even if they are made publicly. This requires companies to set firm guidelines for managers and to create a documentation process for the firing of an individual to ensure that all parties are protected under this act.
- workplace image by Andrey Kiselev from Fotolia.com