California Fair Employment And Housing Act

While sexual harassment is one of the most common forms of harassment, any member of a protected class can be harassed; any harassment on the basis of age, race, sexual orientation or other factors is illegal. When training employees,

The United States Supreme Court, as well as federal district and state courts, defines employee rights and an employer’s liability for employment law violations. Treatment on the job, including hiring, firing, and promotions, must be based on qualifications and merit and not on race, gender, age, sexual preference or how one responds to sexual advances. Yet despite these laws and policies, many employees continue to suffer from workplace harassment and employment discrimination.

In fact, sexual misconduct and harassment include variety of unsolicited behaviors, it could be difficult to display all related sexual harassment behaviors in any policies, the ethical codes or even legal statute. For example, along with the development of technology, new types of sexually violent behavior have arisen. Without a mutual agreement, taking

Our textbook defines sexual harassment, also known as gender harassment, as “Lewd remarks, touching, intimidation, posting of indecent materials, and other verbal or physical conduct of a sexual nature that occurs on the job” (pg. 552). AAUW describes sexual harassment as a general description of unwanted sexual advances, request for sexual favors, or other verbal/physical conduct of any sexual nature. Even with Title VII’s protections, numerous people throughout the country still experience sexual harassment in the workplace. We can look at the Waldo v. Consumer Energy Company federal court case, found on page 552, as an example of sexual harassment at work and the consequences associated with the

Thus, an employer violates Title VII when the workplace is filled with discriminatory sex-based intimidation, ridicule, and insult that is sufficiently severe or pervasive to alter the conditions of the victim 's employment and create an abusive working environment. In order to establish that she has an actionable claim for sexual harassment in the workplace under Title VII, Mrs. Singleton was required to exhibit that the offensive conduct was unwelcome, was based on her sex, was sufficiently severe or pervasive to alter the conditions of her employment and create an abusive work environment, and was imputable to her employer (Wellington-James, 2015).

Over spring break, I read five very interesting articles attaining to sexual harassment. I learned a lot about sexual harassment from reading these articles, and I believe that that it I important for athletic trainers and other health-care professionals to understand and know how to identify acts of sexual harassment. I believe that these articles will be very beneficial to me in the future, when I become a certified athletic trainer, and am interacting with other co-workers, athletes, health-care professionals and as well as other individuals in a professional manner, and respectful manner. Also, the articles provided me with information on what I should and should not do as an employee who hears about some sort of sexual harassment taking

A claim of "hostile environment" sexual harassment is a form of sex discrimination that is actionable under Title VII. Pp. 63-69.

unacceptable conduct and will not be tolerated” (para 3.) It also states in the overview that “The prevention of sexual harassment is a commander’s responsibility” (para 1.) This regulation is important because it gives clear information on where the Department of The Army stands on these matters. In section 7-7 “Techniques of dealing with sexual harassment”, the soldier is encouraged to handle the situation by using a “direct approach, Indirect approach, Third

Sexual harassment is discrimination that involves any uninvited comments, exploits, or behavior regarding sex, gender, or sexual orientation. If any type of violation is made by a co-worker, a boss, a work acquaintance, or even a non-employee such as a client, vendor, or contractor, this will be considered unlawful sexual harassment within the work environment. Sexual harassment can create a hostile and uneasy work environment. Sexual harassment includes inappropriate verbal advances, unwelcomed physical behavior that creates an aggressive, hostile, intimidating or malicious work environment for employees. Sexual harassment includes sending suggestive e-mails, notes, and

Furthermore, the Bane Civil Rights Act protect individuals from violence or threat of violence based on sex, race, color, religion, national origin, disability, age, sexual orientation, or position in a labor dispute and any violation of the act results as a misdemeanor and there may be fines or possible imprisonment depending on the case (Harris, 2015). With this act, individuals can pursue civil remedies or criminal penalties. Lastly, the SB 850 Hayden makes it a misdemeanor and also a crime to willfully injure, oppress, intimidate, or threaten an individual based on their race, color, religion, gender, disability, sexual orientation or national origin (Harris, 2015). I do believe that the laws in California successfully define and address sexual orientation discrimination. The laws and bills provide protection to victims of discrimination against sexual orientation and remedy the

In accordance with the Equal Employment Opportunity Commission (EEOC) situations that sexual harassment might occur can be verbal and/or physical in manner such as:

Workplace Harassment. Considerations: Mental and verbal harassment covers a wide range of topics. Although sexual comments are most obvious form of harassment. Verbal harassment includes, certain political statements, promoting a religion, dirty jokes and even some types of art that people take as offensive. Law: The CRA protects most workers from discrimination due to their race, religion, age, or creed by employees. Other important federals are the Americans with Disabilities Act and the Age Discrimination in Employment Act. Features: For verbal harassment to become a potential legal issue it must create a hostile work environment for the employee and/or affect the employer’s status with the company. Not all verbal comments constitutes

"The Los Angeles County Office of Education has adopted the California and Federal law definition of sexual harassment within the workplace. This definition is clearly

Based on the findings of the company TNA it was determined that there was a need for sexual harassment training of employees and supervisors. In the training on sexual harassment the areas covered were how to handle cases of sexual harassment, knowing if you were sexually harassed, and how to report harassment. Organizational results are the changes in key outcomes for the organization that can be linked to the training (Blanchard 2013). Training provided to employees

Kellie Stephens provides exemplary training and development programs. She and the company’s goals are to provide in-house training seminars with up-to-date sexual harassment and safety procedures. She also understands the need for management training including people skills which include “communities of practices”, “snack and chat”, and consistent implementation of PAC policies. Communities of practice continue growing in its efforts with different departments coming on board with the program. Snack and chat gives employees the opportunity to discuss and be heard about their ideas with which to continue PAC’s performance. The managers including Dick Remington and Gary Stephens are not accepting of the proper procedures with which PAC’s Code of Ethics consist of. These are a few to the many who are accepting of the proper training procedures. Training can always use improvements with learning how to learn in mind. Each individual person learns differently. Developing action plans for managers and employees who have completed training which provides continued efforts for encouragement and feedback. Individuals who display success with learning techniques and reach desired goals within the action plan will become the coaches and role models for new trainees. With simple in-house developments on training, we as a company can continue to succeed with the goals of