{"id":2676,"date":"2018-04-19T09:00:56","date_gmt":"2018-04-19T16:00:56","guid":{"rendered":"http:\/\/edcollaborative.com\/?p=2676"},"modified":"2025-08-28T03:31:15","modified_gmt":"2025-08-28T10:31:15","slug":"creating-effective-anti-harassment-policy","status":"publish","type":"post","link":"https:\/\/edcollaborative.com\/es\/blog\/creating-effective-anti-harassment-policy\/","title":{"rendered":"Creaci\u00f3n de una pol\u00edtica eficaz contra el acoso"},"content":{"rendered":"

\"Creating<\/a>Los informes sobre acoso en el lugar de trabajo han dominado las noticias recientemente, pero a pesar de esa publicidad de alto perfil, muchos empleadores a\u00fan pueden carecer de detalles espec\u00edficos sobre lo que constituye acoso o c\u00f3mo crear una pol\u00edtica eficaz para evitar que el acoso en el lugar de trabajo ocurra en sus empresas.<\/em><\/p>\n

El \u201cacoso en el lugar de trabajo\u201d se define como cualquier conducta verbal o f\u00edsica no deseada basada en bases protegidas, que incluyen raza, religi\u00f3n, g\u00e9nero, origen nacional, edad (40 a\u00f1os o m\u00e1s), discapacidad y orientaci\u00f3n sexual.<\/p>\n

\u201cConducta no deseada\u201d es una conducta que el empleado no solicit\u00f3 ni invit\u00f3 y que consider\u00f3 indeseable. Los ejemplos incluyen, entre otros, insinuaciones sexuales, presiones para citas, difamaciones, comentarios, bromas, insinuaciones, amenazas, gestos inapropiados, fotograf\u00edas, grafitis, expresiones de jerga y acciones f\u00edsicas como tocamientos o palizas inapropiadas.<\/p>\n

El acoso puede ser una conducta que culmina en una acci\u00f3n laboral tangible, como contratar o despedir, promover o no promover, reasignaci\u00f3n y otras acciones. Tambi\u00e9n puede ser una conducta que sea lo suficientemente grave o generalizada como para dar lugar a un ambiente de trabajo hostil.<\/p>\n

Es importante que los empleadores comprendan que pueden ser responsables de conductas inapropiadas, ya sea que se originen en supervisores, compa\u00f1eros de trabajo o no empleados. Tambi\u00e9n es importante que los empleados afectados por la conducta de acoso sepan que deben comunicar expl\u00edcita o impl\u00edcitamente que la conducta no es bienvenida. Adem\u00e1s, no pueden ser un participante activo en el comportamiento.<\/p>\n

Si bien los empleadores no pueden, en t\u00e9rminos pr\u00e1cticos, controlar cada palabra pronunciada o acci\u00f3n tomada en cada momento, s\u00ed tienen un \u201cDeber de Cuidado Razonable\u201d con respecto al acoso, y eso se satisface estableciendo, difundiendo y haciendo cumplir una pol\u00edtica anti-acoso y procedimiento de queja. Tambi\u00e9n deben tomar otras medidas razonables para prevenir y corregir r\u00e1pidamente el acoso que se produzca.<\/p>\n

Una pol\u00edtica eficaz contra el acoso tiene varios elementos importantes.<\/p>\n

Debe comenzar con una declaraci\u00f3n de pol\u00edtica que sea clara y precisa, como por ejemplo: \u201cLa empresa XYZ no permite conductas de acoso por parte de nadie en el lugar de trabajo. Es pol\u00edtica de la Compa\u00f1\u00eda XYZ mantener un ambiente de trabajo libre de la conducta de acoso descrita anteriormente\u201d.<\/p>\n

Tambi\u00e9n debe indicar c\u00f3mo la empresa limitar\u00e1 el acoso, por ejemplo trat\u00e1ndolo como una mala conducta, incluso si no alcanza el nivel de acoso definido por la ley. Tambi\u00e9n podr\u00eda indicar que la empresa actuar\u00e1 antes de que la conducta sea tan generalizada y ofensiva como para crear un ambiente de trabajo hostil.<\/p>\n

El siguiente punto es la declaraci\u00f3n de la empresa de que no se tolerar\u00e1n represalias contra ning\u00fan empleado que denuncie de buena fe una conducta de acoso.<\/p>\n

La pol\u00edtica de la empresa debe definir las funciones y responsabilidades de los miembros de la direcci\u00f3n, supervisores, empleados, el departamento de Recursos Humanos y otras partes interesadas.<\/p>\n

Su pol\u00edtica debe identificar las bases protegidas, definir qu\u00e9 constituye una conducta de acoso e identificar planes imparciales para denunciar el acoso. Tambi\u00e9n debe explicar qu\u00e9 se debe hacer una vez que se denuncia el acoso, a qui\u00e9n se debe notificar, con qu\u00e9 prontitud y qui\u00e9n realizar\u00e1 la investigaci\u00f3n posterior sobre el reclamo.<\/p>\n

Deber\u00eda abarcar expl\u00edcitamente el acoso por parte de cualquier persona en el lugar de trabajo, incluidos supervisores, compa\u00f1eros de trabajo y no empleados. Deber\u00eda alentar a los empleados a denunciar el acoso antes de que se vuelva grave o generalizado. Por \u00faltimo, es necesario comprometerse por escrito y difundir adecuadamente una pol\u00edtica eficaz contra el acoso.<\/p>\n

En casos de presunto acoso, una empresa puede ser responsable si sab\u00eda o deber\u00eda haber sabido del acoso y no tom\u00f3 medidas inmediatas ni respondi\u00f3 de manera adecuada. Se puede suponer que una empresa sab\u00eda si la v\u00edctima se quej\u00f3 del acoso, si la conducta ocurri\u00f3 en presencia de un supervisor o si la conducta es generalizada.<\/p>\n

Una empresa puede ser considerada responsable a menos que se cumplan ambos elementos de una defensa afirmativa. Espec\u00edficamente, la empresa debe haber ejercido un cuidado razonable para prevenir y corregir r\u00e1pidamente el acoso, y el empleado denunciante no aprovech\u00f3 injustificadamente cualquier oportunidad preventiva o correctiva ofrecida por la agencia o para evitar da\u00f1os de otro modo.<\/p>\n

Para obtener ayuda para crear la pol\u00edtica antiacoso de su empresa, comun\u00edquese con el Colaboraci\u00f3n de Desarrollo Econ\u00f3mico-Condado de Ventura<\/a>. Convenientemente ubicados en Camarillo, California, \u00a1estamos aqu\u00ed para ayudarlo!<\/p>","protected":false},"excerpt":{"rendered":"

Los informes sobre acoso en el lugar de trabajo han dominado las noticias recientemente, pero a pesar de esa publicidad de alto perfil, muchos empleadores a\u00fan pueden carecer de detalles espec\u00edficos sobre lo que constituye acoso o c\u00f3mo crear una pol\u00edtica eficaz para evitar que el acoso en el lugar de trabajo ocurra en sus empresas. El \u201cacoso laboral\u201d se define como cualquier conducta verbal o f\u00edsica no deseada basada en
Leer m\u00e1s<\/a><\/p>","protected":false},"author":8,"featured_media":2677,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"_uag_custom_page_level_css":"","footnotes":""},"categories":[38],"tags":[1097,1098],"class_list":["post-2676","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-general-articles","tag-anti-harassment","tag-workplace-harassment"],"translation":{"provider":"WPGlobus","version":"3.0.1","language":"es","enabled_languages":["en","es"],"languages":{"en":{"title":true,"content":true,"excerpt":false},"es":{"title":false,"content":false,"excerpt":false}}},"acf":[],"yoast_head":"\nHow to Create an Effective Anti-Harassment Policy<\/title>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" 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Stenslie","author_link":"https:\/\/edcollaborative.com\/es\/blog\/author\/sarenew\/"},"uagb_comment_info":0,"uagb_excerpt":"Reports of workplace harassment have dominated the news recently but despite that high-profile publicity, many employers may still be short on specifics of what constitutes harassment or how to create an effective policy to keep workplace harassment from happening in their business. \u201cWorkplace harassment\u201d is defined as any unwelcome verbal or physical conduct based onRead…","_links":{"self":[{"href":"https:\/\/edcollaborative.com\/es\/wp-json\/wp\/v2\/posts\/2676","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/edcollaborative.com\/es\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/edcollaborative.com\/es\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/edcollaborative.com\/es\/wp-json\/wp\/v2\/users\/8"}],"replies":[{"embeddable":true,"href":"https:\/\/edcollaborative.com\/es\/wp-json\/wp\/v2\/comments?post=2676"}],"version-history":[{"count":0,"href":"https:\/\/edcollaborative.com\/es\/wp-json\/wp\/v2\/posts\/2676\/revisions"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/edcollaborative.com\/es\/wp-json\/wp\/v2\/media\/2677"}],"wp:attachment":[{"href":"https:\/\/edcollaborative.com\/es\/wp-json\/wp\/v2\/media?parent=2676"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/edcollaborative.com\/es\/wp-json\/wp\/v2\/categories?post=2676"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/edcollaborative.com\/es\/wp-json\/wp\/v2\/tags?post=2676"}],"curies":[{"name":"gracias","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}