Answers for Human Resources Questions

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Short Answers- Employment Law/ Human Resources Questions 1. For Christine, this scenario is a difficult one to address. While this situation appears uncomfortable, I do not know that it rises to the level of a hostile work environment. The law is very clear that it does not prohibit simple teasing, offhand comments or isolated incidents or minor significance. Christine wore the little black dress to a work-related function; they are not asking her to dress in a manner other than how she willingly chose to dress for work. Moreover, advertising is a very visual business; asking her to dress in a particular manner could be considered part of the selling that is required of anyone in the advertising business. Furthermore, even if this behavior could be construed as creating a hostile work environment, without information about the size of the firm and all of the applicable local rules against gender-based discrimination, I am not certain that Christine would have any legal recourse. Title VII of the Civil Rights Act of 1964, 42 U.S.C.S. ยง 2000e et seq., only has jurisdiction over larger organizations, and I do not know if Scot Wayne More has a sufficient number of employees to trigger coverage. Therefore, I think that Christine should document the incident, see how that evening's meeting goes, and, if she is asked to do anything inappropriate at the meeting, immediately go to human resources. While I do not think that Christine should take dramatic action, if I were the
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