But when there are only two people present and there is no physical evidence (as might be the case with verbal harassment), we need to have procedures that deal with that also. Obviously, it’s not right to fire someone or some other type of punishment after one allegation of one inappropriate comment. But that still doesn’t mean that there is nothing that should happen.

Talking about what those other scenarios might be and what the procedures are for dealing with a variety of situations is very much needed. Fortunately (or unfortunately) most people who behave this way do it repeatedly. If it’s documented, then it’s easy to build a case against someone, but there has to be an environment that is conducive to that, and not one that treats those making the complaints as the actual problem.

Have you ever given much thought to why your boss fired you without any actual substantive investigation? Is it possible that they wanted you out of the way for some other reason (to hire a friend, or who knows what……?) and simply used that as an excuse. It seems strange that if they valued you as an employee that they wouldn’t have made more effort to find out what had actually happened.

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Dispelling cultural myths with research-driven stories. My favorite word is “specious.” Not fragile like a flower; fragile like a bomb! Twitter @ElleBeau

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