Same Sex Harassment Essay

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

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.

4112.02, as sex discrimination under R.C. 4112.01(B). An opinion of whether they thought this discrimination did fall in that range was included in Judge O’Connor’s judgment.

Suders then resigned from the force and sued the Pennsylvania State Police in Federal District Court, alleging, that she had been subjected to sexual harassment and constructively discharged, in violation of the Title VII of the Civil Rights Act of 1964. The District Court granted the PSP's motion for summary judgment and held that the PSP was not liable for the supervisors conduct. Suders hostile work environment claim was untenable as a matter of law because she unreasonably failed to benefit herself of the PSP's internal anti-harassment procedures.

Sexual harassment was made illegal in the workplace under Title VII of the Civil Rights Act of 1964. This article “protects individuals against employment discrimination on the bases of race and color, as well as national origin, sex, and religion” (“Title VII”). Although the bill was originally passed to combat the “growing unrest in the country emanating from the pervasive and egregious racial discrimination and segregation exposed during the civil rights protests in the 1960s,” it has since grown to encompass all areas of discrimination in the field of employment (“Pre 1965”). The same act also created the Equal Employment Opportunity Commission to enforce

Harassment, specifically sexual harassment, is one of those challenges faced by businesses and employers as of a result of workplace diversification. Inappropriate conversations, unwanted advances and uncomfortable physical contact are some of the ways sexual harassment can occur. According to Hellriegel and Slocum, “Sexual harassment refers to unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature.” (p.52). To be clear, sexual harassment can, and has, affected both women and men over the years however up to half of all working women have reported experiencing some form of sexual harassment in the career (Vijayasiri, 2008, p.1). It wasn’t until 1986 though that the Supreme Court recognized sexual harassment as a violation of Title VII in the case of Meritor Savings Bank v. Vinson (O’Brien, 1994, p. 1). Before the high court’s ruling, however, the Equal Employment Opportunity Commission had begun to address the issue by drafting hostile work environment guidelines that included sexual harassment (O’Brien, 1994, p. 4). These guidelines would serve later to guide the high court’s decision. There are many more cases like this one we could look at. In 1991, sexual harassment became a household term as Anita Hill testified before congress stating she was sexually

Sexual harassment is a demeaning practice, one that constitutes a profound affront to the dignity of the employees forced to endure it.  By requiring an employee to contend with unwelcome sexual actions or explicit sexual demands, sexual harassment in the workplace attacks the dignity and self-respect of the victim both as an employee and as a human being. Sexual harassment is well defined as an unwelcome sexual request for sexual favors and other verbal or physical conduct of a sexual nature. In many countries, sexual harassment is considered a form of sexual abuse and employment discrimination. Sexual harassment is most prevalent is organizations both professional and academic, though it can occur almost anywhere.

San Francisco has another wrongful termination suit in the news. A worker from Madera named Jason Pimentel claims that he was the victim of wrongful termination. Pimentel filed his complaint on June 13th against Velex, Inc., Nexius Solutions, Inc. Included in the complaint are a number of alleged violations. The complaint was filed in the U.S. District Court for the Northern District of California.

Sexual Harassment is defined as any unwanted activity of a sexual nature that affect’s an individual’s employment. This unwanted activity can occur between members of the same sex as well as members of the opposite sex. Harassment is not only confined to employees of this organization, but to non employees also.

Unwelcome sexual behavior has been a serious problem in our society for many years. We need to focus more on this problem, because a lot of men still don’t take it seriously, it happens, because they don’t know the real definition of sexual harassment.

Organizations have an obligation to create a harassment free environment for its employees. Harassment doesn’t have to be of a sexual nature. An organization is liable if the harassment is so frequent or severe that it creates a hostile or offensive work environment or when it results in adverse employment actions such as the victim being fired, demoted, or transferred. Harassing a person based on their sex is illegal. Sexual harassment has a great impact on an employee’s productivity as well as poses a major impact on an organization’s finances in litigation.

Sexual Harassment comes in many forms and weather spoken, verbal, written or the behavior itself, it makes the person uncomfortable and the end results is all same, Sexual Harassment is unwelcome and unwanted behavior. Sexual Harassment discrimination is illegal. It is the employer obligation to make sure their organization and employees have protection from discrimination. This paper will show that Jacksonville shipyard acted unethically by failing to protect one of their employees Lois Robinson. Jacksonville Shipyard was well aware that Ms. Robinson faced sexual harassment on a daily basis by her male co- workers. Once Lois complained to Management that she objected to the co-workers behaviors , instead of helping her they made

Sexual Harassment is defined as “unwelcomed verbal, visual, or physical conduct of a sexual nature that is