Case Review: Meritor Savings Bank

Sexual harassment is always a legal topic in the work environment because the ramifications are so severe, but at the same time very abstract to describe what can constitute sexual harassment. This paper will take into consideration different elements of the law including Employment Law and cases tried before the U.S. Supreme Court. It will also offer suggestions for corrective action pertaining to the issue of sexual harassment in the workplace.

In December 1998, while working at the Bally facility in Bensonhurst, Brennan received a fax requiring her [**5]  attendance at an educational meeting about sexual harassment to be held at the Sheepshead Bay facility (the "1998 Meeting" or "Meeting"). See Brennan Aff. P 8; Tr. at 12. About twenty Bally employees attended the meeting. See Tr. at 14. At the meeting, the employees were shown a video depicting incidents of sexual harassment. See Brennan Aff. P 9; Tr. at 16. Fred Infante, the Bally attorney who had investigated Brennan 's complaint earlier that year, ran the meeting. See Brennan Aff. P 9; Tr. at 15.

STATEMENT OF FACTS: Sheila White interviewed with Marvin Brown and obtained a job as a “track laborer” with Burlington Northern & Santa Fe Railway Company. Shortly after her hire date, however, she assumed forklift operator duties. This new assignment still fell under the “track laborer” position description, and White occasionally performed those duties although her primary responsibility was operating the forklift. Three months into her new job, White complained to the company that her immediate supervisor was sexually harassing her on the job. He was temporarily suspended and required to attend sexual harassment training. White was then informed that she was being reassigned to track labor duties only. White

The Equal Employment Opportunity Commission sued Mitsubishi Motors in April of 1996 in regard to claims of widespread sexual harassment at the company’s plan in Normal, Illinois. “The lawsuit contends that as many as 700 women were subjected to groping and sexual remarks, creating a "hostile and abusive work environment" that went unchecked for years at the Mitsubishi Motor Manufacturing of America plant” (“U.S. Charges,” 1996). It is despicable that situation like this was allowed to happen and perhaps even more astonishing is the magnitude at which it took place. While most of the harassment “came from male assembly line workers or low-level managers,” high-level managers at plant knew of the offenses and allowed them to take place without consequences (“U.S. Charges,”

The court should take a look at what the partners said like, “she was sometimes overly aggressive” (Nkomo, Fottler, McAfee, 7 edition, p. 57). The judge should rule in favor of Thelma Jones because she is being sexually discriminated. The employer did in fact discriminate unlawfully because you’re not allowed to tell a woman to be more “femininely” just to get a higher position.

As a staff analyst, I think that there are many alternatives present which can save the Bank from a huge loss. Actually in this dispute I feel that Bank is right because they made it clear in the purchase order that the machines needs to be shipped through Yellow Freight and also paid the invoice before time as per their custom. But still the carrier was changed by Data Max without asking or informing the bank.

A month previously Ramos received a phone call to a company hotline from fired employee, Betty Koster, who had been working in the accounting department for the past 8 years and believed that her termination was based on age discrimination. As Ramos already knew from her experience, calls from employees usually lead to investigation and should be handled immediately in order to avoid any possible lawsuit. After investigation of Koster’s employment file and interview with her supervisor, Simon Peel, Ramos understood that she needed evidence from Koster about age discrimination, since having been the oldest in department and the only person fired does not prove the allegation. When Ramos conducted a second call to the employee, Koster was very emotional and revealed new information about possible noncompliance with accounting procedures. Based upon her statement, sales representative Mark Tomkin, was alleged to have asked the accounting team to process entries without required approvals and or all required documents. Koster was the only one who did not agree to post anything into the accounting system without supporting documents. This was the reason why she believed that she had been fired.

Question #1: Evaluate the conduct of Peter Lewiston against the EEOC’s definition of sexual harassment.

Lisa Baxter has been encountering sexual harassment issues in the business and she thought she was the only one, until she found out that also other women in the organization are getting sexually harassed and so she decides to speak up

Whether or not the actions of Ms. Leslie Gonzales towards Mr. Ray Garcia establishes an act of sexual harassment.

Sexual misconduct in the workplace has been a problem for women and in recent year’s men as well. Unfortunately, in the past this topic was overlooked until the case of Meritor Savings v. Vinson. We will establish the criteria for determining when unwelcome conduct of sexual nature constitutes harassment according to Title VII. Additionally, we will ascertain how to evaluate evidence of harassment, whether a work environment is sexually antagonistic, holding employers liable legally responsible for sexual harassment by supervisors; and analyzing preventive and corrective action

In the case of Susan Parker vs. Randy Louvenberger, the victim (Susan Parker) did not keep quiet about the harassment she received. Since the level of sexual harassment in Plastech Industries is demonstrably high, any competent supervisor should be able to recognize and eliminate the harassment. Although her supervisor, Randy Louvenberger, ceased to harass Susan Parker after being confronted about his behavior, such a confrontation should not even have been necessary. Mr. Louvenberger's comments about her playing hard-to-get indicate his recognition that Ms. Parker did not enjoy the suggestive remarks made by male Co-workers. In fact, this comment shows that he was

This essay is based on sexual harassment in the workplace. It gives examples of what sexual harassment is and knowing how to identify sexual harassment in an organization. This essay takes information from different articles describing sexual harassment and discrimination in the workplace. It gives scenarios and examples of sexual harassment. It also explains different resources that can benefit an organization to properly train their employees about sexual harassment. This is an informal essay with key facts and that will help to better understand sexual harassment within an organization.

Despite never experiencing any of the allegations, Lael is responsible for immediately reporting the sexual harassment of Best East’s employees because of both ethical and legal issues. The employee handbook clearly states, “sexual harassment of any kind will not be tolerated and should be reported immediately to the proper manager” (Ferrell, Fraedrich, & Ferrell, 2015). In addition, sexual harassment is illegal per the U.S. Equal Employment Opportunity Commission prohibited practices (Civil Rights Act of 1964). Any allegation of sexual harassment should be taken seriously to maintain an ethical and legal work environment.