@lida1722: #audit #foryou #police #fyp

Bubbles :

Harassment of Employees Local governments, as employers, have an obligation to protect their employees from harassment — even if that harassment comes from a member of the public. If that harassment is based in discrimination due to a protected class (i.e. age, sex, race, creed, color, disability, etc., RCW 49.60.180), then the employer can be potentially liable under the Washington Law Against Discrimination for creating a hostile work environment. See LaRose v. King County, 8 Wa. App. 2d 90 (2019). What should be done, then, if the person disrupts, threatens, or harasses employees? First, the employee can politely ask the person to stop or maybe even ask them to leave. If necessary, the employee can get a supervisor, manager, director, or mayor to help. A local government may find it necessary to designate a senior official to handle all future communication from a particular person in order to protect rank-and-file employees. Jurisdictions should also consider providing conflict de-escalation training, particularly for staff that have a high level of public contact.