Victimology

Victimology

Approximately three weeks ago at an undisclosed location, there was a brutal case of workplace violence. What started out as a simple argument between two co-workers, turned into a bloody brawl. Two hair stylists at a local beauty salon were having a small clash over one of the stylists stealing the others clients. The two of them began to raise theirs voices at one another and that Is when it started to get ugly. The male stylist began to then insult his fellow co-worker out loud for the rest of the staff and clients to hear. The comments that were being made were very degrading and embarrassing. The female employee then flicked the male with her comb. This action was not taken lightly by the male and he proceeded to slam her in the head with his blow dryer. The female picked up her sheers and jabbed him in the chest. This ended up being a very violent quarrel, which could have been prevented if popper actions would have been made in the first place.

Workplace violence is a very common crime. When in the work place, there are often many feelings of hostility and resentment. In order to help prevent these feelings, the proper respect and dignity should be given to all employees. The best protection employers can offer is to establish a zero-tolerance policy toward workplace violence against or by their employees. The employer should establish a workplace violence prevention program or incorporate the information into an existing accident prevention program, employee handbook, or manual of standard operating procedures. It is critical to ensure that all employees know the policy and understand that all claims of workplace violence will be investigated and resolved promptly.

Tell your supervisor, your human resources department or some other department or person within your organization who has the power to stop the harassment. If possible, tell them in writing. Keep a copy of any written complaint you make to your employer. It is very important that you report the harassment because your employer must know or have reason to know about the harassment in order to be legally responsible for a co-worker, client or customer’s actions. Even if your harasser was your supervisor, you may need to show that you reported the harassment to your employer or give a good reason why you didn’t. When you are deciding what to do, remember that every situation is different. There is no one best thing to do. You should always report the sexual harassment to your employer. You then have the option to use your company’s sexual harassment complaint process, file a charge with a state or federal agency, and/or go to court. It is a good idea if you