Most often than not individuals (male/females) are subject to sexual harassment at work place and its obvious most of us don't know how to deal with such harassment and tend to quit our jobs or give-in to sexual request so I decided to share this with fellow nairalanders. Follow these steps and I'm sure you would thank me later...
1.Don’t Ignore The Harassment.
If you believe that you are the victim of s3xual
harassment in the workplace, don’t ignore the
problem. Studies show that individuals who
s*xually harass other people at work do not stop
simply because their victim does nothing.
Ignoring such behaviour may actually make the
harasser escalate his or her behaviour. Talking
about such harassment can be uncomfortable,
but you can empower yourself by talking with
other employees who may also be experiencing
harassment by speaking up.
2. Make It Clear To The Harasser That The
Conduct Is Unwelcome.
An essential element of a s3xual harassment
claim is that the conduct must be “unwelcome.”
Harassers sometimes contend that their victims
welcomed and enjoyed their words and actions.
Although it can feel uncomfortable or even
frightening to object, you must tell the harasser
unequivocally to stop the behaviour. There is no
special way to do this or magic words to use; but
you must make it clear that the behaviour is
unwelcome. You may want to put your position in
writing, perhaps in an email. By doing so, you will
have proof that the conduct was unwelcome if
the harassment doesn’t stop.
3. Not All Offensive Behaviour Is S3xual
Harassment Under The Law.
What constitutes unlawful s3xual harassment is
determined under various statutes and hundreds
of court cases interpreting those statutes. These
criteria evolve through statutory amendments
and new court opinions. Not all offensive
behaviour is unlawful s3xual harassment.
Whether certain offensive behaviour constitutes
such harassment is considered on a case-by-case
basis. It’s especially hard to know where to draw
the line when you’re experiencing behaviour in
the workplace that you find obnoxious,
disgusting, or frightening. This makes it especially
important to talk to a lawyer who knows about
this harassment law and about how to deal with
such behaviour.
4. Keep Careful Notes On What Happened,
But Not On Employer Owned Equipment.
Keep any notes, memos, letters, gifts, or other
tangible evidence from the harasser. And keep a
diary or notes of any incidents or other
information that may be relevant to your
concerns about such harassment. But be careful
how and where you record your evidence. Your
communications using company equipment are
not confidential and can be used against you.
Many employers monitor their employees’
communications at work, including documents
prepared on company computers, emails and text
messages sent and received, websites visited,
and even phone numbers called. Also, be aware
that employers, just like anyone else, may access
any public website that may contain your
personal information (i.e., Facebook and
MySpace). Even personal emails sent from your
own account may be traced by your employer if
you accessed your provider through the
employer’s server. Thus, always assume that you
are being monitored while at work or while using
employer-owned equipment off premises. You
may want to document your experiences in
handwritten notes or in notes on a computer that
you own; but don’t leave them at your place of
employment.
5. Report The Conduct.
Reporting such harassment may feel threatening
and disruptive, but your report does two
important things. It gives your employer an
opportunity to correct the problem, i.e. make the
harassment stop; and if the conduct does not
abate, you have proof that your employer knows
about the problem. Once your employer is on
notice of the harassment, it should investigate
and, if warranted, take prompt remedial action to
address the problem. But if you do not inform
your employer about the harassment, it might
contend that it did not know about the problem
and therefore is not responsible for the conduct of
the harasser; this is particularly true if the
harasser is a co-worker and not a supervisor.
Although it may be hard, you need to cooperate
in the employer’s investigation. Fear of retaliation
generally is not a sufficient reason to avoid
reporting harassment.
6. Remember: Anything You Tell Human
Resources Can Be Revealed To Others In The
Company.
Human resources personnel may present
themselves as your advocate or friend. And in fact
they may act to protect you and other
employees. But keep in mind that they work for
and are loyal to the company. Don’t assume that
anything you tell them is going to be kept
confidential. They may report your complaint to
their supervisors and to other managerial
employees.
7. Don’t Quit Your Job.
S3xual harassment is against the law. You do not
have to endure a s3xually hostile work
environment; your employer is legally required to
make it stop. Don’t just quit to get away from the
offensive environment. Quitting might enable the
employer to argue that you didn’t give it time to
fix the problem; quitting could adversely affect
your ability to recover for lost income; and
quitting might make it harder to collect
unemployment benefits, because your employer
could contend that you abandoned your job. If
you feel that the harassment is intolerable, talk to
an employment lawyer before you make any
decisions. An alternative to quitting might be to
take sick or disability leave while the problem is
being addressed. An objective, knowledgeable
lawyer can help you make the best possible plan
to deal with the situation.
8. Retaliation Is Illegal – And Sometimes
Easier To Prove Than The Actual
Harassment.
Even if you can’t prove that unlawful s3xual
harassment occurred, you might have a strong
retaliation claim if you make a reasonable good
faith complaint of harassment to your employer
and your employer then takes any “adverse
action” against you because of your complaint.
Adverse actions can include a demotion in job
title, a cut in pay, a negative change in your
performance evaluations, a transfer to a less
desirable location/department or less desirable
duties, further harassment or mistreatment by
your co-workers, or termination of your
employment.
9. Keep Doing Your Job Well.
You might have a valid such harassment claim,
but don’t use that as an excuse to stop doing
your job well! Making a complaint about the
harassment doesn’t give you permission to stop
doing your job to the best of your ability or
excuse you from the same standards you had to
meet before the conduct started or you
complained. You or your lawyer may need to
negotiate with your employer for what you want,
and you should preserve all your options until the
situation is resolved.
10. Get Legal Advice From Someone Who
Knows About S3xual Harassment Law.
If you think you’re being harassed, talk to a
lawyer who’s experienced in s3xual harassment
cases. This is especially important if you’re
considering quitting your job. Meeting with a
lawyer does not mean that you are going to sue
your current or former employer. An employment
lawyer can advise you about what the law
considers to be unlawful s3xual harassment;
counsel you about how to handle the situation
(i.e., making a proper complaint, trying to
preserve your job, gathering proof of the
harassment, or dealing with the stress); and if
matters escalate an attorney can advise you
about your legal options.
Feel free to add your own methods as there are always different strokes for different folks...lalastical help carry this to front

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Space booked

Nice writeup brov. I'll deal with this manager of mine. She's been harassing me since 2013

11. Dress like a deeper life to work

YoungestMuller:
too long I am forced to read later
************Modified************
11. Tell him/her Ure ready, eat some piece of over-peppered suya...
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Give him/her a massive bl*w-j*b

Where is this one from?

YoungestMuller:
ask lalasticlala

Issorait

Joshmon:


Where is this one from?

This topic has been featured on FP. U didn't even put source..

lalasticlala:
This topic has been featured on FP. U didn't even put source..

Oops,my bad!..point noted!