Essay on Hrm593 Week 3 Assignment

973 Words Aug 4th, 2013 4 Pages
* Based upon the scenario, does the employee have a legally viable claim for quid pro quo sexual harassment and/or hostile environment sexual harassment? What is the likely outcome? * Analyze the legal factors for the potential claim(s) in the context of the employee pursuing legal action against the employer.
Brittany Murphy, has a legally viable claim for hostile work environment sexual harassment against her co-worker Robert Singer and an equally viable claim for quid pro quo sexual harassment against her supervisor Dwayne Miller.
Robert Singer, made Brittany’s life unbearable at the office by constantly staring at her picture of her in her bathing suit, making inappropriate comments about her chest, taking and altering her
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Based on the tutorial, Brittany was also a victim of quid pro quo sexual harassment. Her supervisor Dwayne, told Brittany that she would have to accompany him on a business trip, which was not a job requirement, and that she would have to share a room with him. He also informed her that he could transfer her to another division within the organization as a promotion if she would show him her breasts on their business trip. Brittany, told him no, and was demoted to the mailroom with a decrease in pay.
In order to support her EEOC claim she would need to prove that her demotion and pay decrease was a direct result of her turning down her supervisor’s request to show him her breasts. Since her supervisor was the one accused of harassment, she could have reported her situation to HR in order for them to properly document her accusation and look into the situation internally. She could also confide in co-workers as well that could testify on her behalf of what happened that day and what her demeanor was like after the incident with her supervisor.
Remedies for victims of quid pro quo sexual harassment and hostile work environment harassment may include compensation for damages such as medical expenses, back pay, future economic loss, punitive damages, reinstatement, attorney and court fees, a prison term or fine for the accused. * Let's shift gears. Using the same scenario, assume that you are in the HR Department of your organization, and that you were

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