Read the article titled U.S. EEOC Recognizes Social Media’s Role In Workplace Harassment (link below) and reflect on James Wu’s advice about social media and harassment in the workplace. You may want...

Running head: Social media & workplace harassment
Social media & workplace harassment
Social Media & Workplace Harassment
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Contents
James Wu’s advice    3
Solution 1    3
Solution 2    4
References    6
James Wu’s advice
James Wu’s advice about social media and harassment in the workplace: According to James Wu's workplace harassment is still a long-standing problem. In the fiscal year 2015, approximately 90,000 fees received by the EEOC included workplace harassment allegations. People who experience gender-based harassment are often based on workplace reactions that avoid harassment, denial or dilute the severity of the situation and attempt to forget, ignore, or endure such behavior (Wu, 2016). James Wu said how to use personal social media accounts to address workplace harassment. For example, even if an employee posts harassment or derogatory information about a colleague away from place of work employer might be responsible for the harsh work environment. James Wu’s suggestion is that the anti-harassment law or policy must make it clear that abuse on the social media will bring the importance of other place of work interactions. Managers and other experts with harassment duties must wary their Socialmedia relations or connections with their employees. Also, procedures for inspecting harassment must carefully describe how to simply access worker social media information or content with assurance (Wu,...