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SEXUAL that they were sexually harassed and threatened

SEXUAL HARASSMENT AT WINNIPEG CAR
DEALERS

2 Winnipeg women suing car
dealership over alleged ‘sexually toxic workplace’

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Posted: November 16th 2017

Allegations of choking, unwanted touching by former manager at Vickar
Mitsubishi.

The two lawsuits
were filed July 26 and Aug. 4 and contend the women were subject to a
“sexually toxic workplace” and the company ignored the women’s complaints.
A former receptionist at the dealership filed the first lawsuit against the
dealership, two male managers and a salesman in a statement of claim with the
Manitoba Court of Queen’s Bench on July 26. She alleges her direct supervisor,
who was then the dealership’s general sales manager, wrapped a ribbon around
her throat and said words to the effect of, “This is what I’m going to do
to you later in the bedroom,” court documents reveal. She complained to
management she was threatened with losing her job and was ultimately fired in
February 2016.

The second lawsuit
against the dealership is from a former finance manager who started working at
Vickar Mitsubishi in 2015. She is suing the dealership, the company’s
president, the same manager the receptionist made allegations against and a
different salesman. “The
real problem here has been the repetitive conduct,” said Bargen, who is
working with Winnipeg lawyer Chelsey Morgado on the case.

Women who were sexually alleged by the managers and other male staff at
Winnipeg car dealership, break their silence and sued manager stating that they
were sexually harassed and threatened to be fired if they don’t come to a hotel
room with the manager. She was even fired for not doing so and the management
preferred to be silent even after the noticing the issue repeatedly.

 

The former receptionist approached court and filed a case for all that
she had to face because of the management who did react or solved the problem
she faced, this followed by other employee who also filed a case against the
management.

 

This gesture of management, choosing to be silent in order to restrain
the reputation of the company or any other reason was a HR failure as they
could not get the track of employee conduct which is an important principle of
recruitment. Here HR department did not take any measures against the manager
and staff involved to make sure that this couldn’t happen again in the
organization, due to which other female employee of the organization faced the
same harassment.

 

This lead the organization nowhere and even they got sued by both the employees,
that ultimately results in defaming of the company. The management was being
slammed for not being attentive in considering problems faced by their
employees.

 

 

ARTICLE 1: Eliminating workplace sexual harassment

 

Workplace sexual harassment has
become a hot button topic in Ontario in recent years. With a number of high
profile cases playing out in the courts, both the government and employers are
taking notice. Now more than ever, employers must be prepared to address sexual
harassment, and it will be required they do so.

 

In every organization the
responsibility of the work environment and safety resides with the human
resources management (HR department). If the employees of an organization is
being sexually harassed, the HR managers should quickly take actions in order
to provide a healthy work environment to the employees.

 

According to the article previewed
the companies can take action plans in order to solve the issue by roots.

 

Knowing the regulations, as an
employer concerned with prevention of sexual harassment it is imperative you
understand the legislation, and that your employees know their rights and
responsibilities.

The changes made by Bill 132 not
only add to the current violence and harassment legislation, which is often referred
to as Bill 168, but also amend pieces which were previously in force.

 

Get started with the policy, the
company should implement the policy from the bill in order to reduce the
harassment level.

 

Creating positive work cultures,
the managers should maintain healthy relations with their employees in order to
know the problems faced by the employees.

 

Going through the process on a
regular base, so that they can check and correct the problems. Workplace sexual
harassment is a problem that requires substantial planning and ongoing effort
by employers to address.

 

Considering the harassment case at
the Winnipeg car dealers, If the management had responded to the claim of
harassments faced by the former receptionist, and responded to the situation by
warning the concern manager and other sales persons who are involved in the
harassment act. It could have even suspended the employees for a period of time
that they wouldn’t repeat this action in future course of time.

 

The management implemented the
action plan in a properly organized structure it could have prevented another
female employee from being sexually harassed and also would have protected the
company from facing the judicial circumstances by the sexual harassment
allegations by their employees.

 

HR failure in this organization lead them to lose their reputation in
public and also face legal consequences. As Workplace sexual harassment is a problem that requires
substantial planning and ongoing effort by employers to address.

ARTICLE 2: Detox – How to
Transform Poisoned Workplaces

 

Poisoned work places are those
which are influenced by one or two employees with the disrespectful attitudes
who use dirty talks & behavior and harassment acts with their colleagues.
According to the article one single incidence of harassment is enough to poison
the work environment. This implies any action of discrimination or slamming
done by an employee give scope to others doing the same.

 

Organizations can detox the
environment by implementing certain action plans,

Initially before going into the
problem solving first identify the problem that is what are the aspects people
are getting influenced by and through which medium. Redefine the system and
implement some policies and rules to uproot the poisoned source in the work
environment.

 

Creating accountability by
enforcing review process among the employees. Always get to know the activities
of employees and keep a detail of rumors that spread so that they can be
recheck to be true. This has to be done from the very top level of the
organization as that would have greater impact on the lower level staff.

 

Frosting partnerships among the
employees would help to reduce the isolation and would breed hostility so that
it reduces personal attacks on employee. Partnerships can resist to poisoning
with great ability than a individuals.by this action plan organization could
find and fix the root causes for harassment and violence in the work environment.

 

If we take the Winnipeg sexual
harassment case, this action plan could be good practice that would have
totally changed the results of the case if implemented earlier.

Here the manager was poisoned as
after observing him harassing the female staff, the lower level employees i.e.,
salesman started following the same.

 

So the management should go for
the action plan starting from the top level so as it could have chopped the
problem from the roots. The manager must be punished as he violated the moral rules
as well as the organizational policies being in such a dignified position.

 

The management should also adapt
some strict rules that would allow them to punish the person committing any
harassment or violence in work environment as quickly as possible.

 

Organization should ensure that
the management staff should have friendly relationships with employees so that
they can share the problems they face in the work environment.

 

This measure chosen by management
would have lead the organization acquire more reputation regarding its
proactive HR measures taken.

 

 

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