Case 3-1

622 WordsApr 17, 20123 Pages
Jiajun Hu Dr. Linda Baldwin BSAD451 8/31/2011 Case 3-1: A case of harassment. According to the EEOC it is: “unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature when submission to or rejection of this conduct explicitly or implicitly affects an individual’s employment, unreasonably interferes with an individual’s work performance, or creates an intimidating, hostile, or offensive work enviroment.” Sexual harassment, is intimidation, bullying or coercion of a sexual nature, or the unwelcome or inappropriate promise of rewards in exchange for sexual favors. In some contexts or circumstances, sexual harassment is illegal. It includes a range of behavior from seemingly mild…show more content…
Remember, if harassment is not reported, it is likely to continue. Talk to others. By talking with others, you may discover that the person who is harassing you has harassed or is currently harassing other people you work with. By learning that you are not alone, you may feel more confident as you prepare to report the harassment. Research. Take the time to become more aware of your rights and how sexual harassment violates your rights. Read through your company’s literature to learn how sexual harassment is dealt with internally. If you have questions, seek out a professional who can address your concerns, such as an experienced Employment Law attorney. Under the relevant legislation, the employer and the relevant managers/supervisor may be held responsible for sexual harassment in the workplace unless all reasonable steps have been taken to prevent the harassment. Managers are responsible for making sure that all employees and supervisors understand that harassment will not be tolerated in the workplace and for taking early corrective action to deal with behaviour which may be offensive or intimidating. It is management’s responsibility to take prompt action if there is reason to believe harassment exists, to try and resolve the issue confidentially and to prevent further incidents of sexual harassment from occurring. If a manager or supervisor

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