Sarah Server's Complaint In The Workplace

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

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

Ms. Jasmine S. Young, who will be referred to as Aggrieved Person (AP), without identifying a basis claimed that she was subjected to a hostile work environment and harassment. In support of her claim, she stated the following:

The purpose of this paper is to analyze briefly key issues involved in sexual harassment in workplaces using a case study titled ‘Harassment at Bradmore Electric’ as the basis of the analysis. Prior to analyzing the case study, a brief definition and description of sexual harassment is deemed necessary. Cases and reported incidence of sexual harassments have become rampant and escalating in workplaces and in educational settings. This

In today’s workforce, there are a large number of females and males that are hired due to the abilities and experience. However, there are some employees that are hired due to their looks and sexuality. Upon receiving employment, they are also receiving inappropriate comments as well as inappropriate touching. This is known as Sexual Harassment. Sexual harassment is defined as actions in which one person is making inappropriate and unwanted advances or remarks to another in a workplace environment. These actions can be physical, such as touching or groping, and verbal. Many believe that females are the only gender that are sexual harassed, however, males are also harassed in a workplace environment. According to the Association of Women for Action and Research, “Sexual harassment is common in the workplace and occurs across the board.” Fifty-four

Harassment has plagued the world for centuries. Why should the workplace be any different? Sexual harassment and workplace violence are not only of historical roots, but contemporary issues are still present in the workforce today. Managers are addressing and combating modern sexual harassment and workplace violence, however instances still occur (Robbins, Decenzo & Coulter, 2011).

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.

Also, any employee who partakes in an investigation is also protected from retaliation. We should establish policies and procedures where we have a responsibility to investigate complaints promptly, and carefully and they are on our high priority list. We can’t afford to let such claims sit on someone’s desk because our reputation and livelihoods can be in jeopardy. Our work ethic is on the line and we would like to be remembered as the firm that dealt with issues effectively and efficiently and protects its employees. I am very troubled with the recent situation with John Smith since I am not cleared if we have taken the right actions to redeem the situation. I recommend we establish standards and guidelines that comply with the EEOC. “Accordingly, the EEOC established minimum standards and guidelines for agencies' use in developing anti- harassment policies.8 See App. 2. Pursuant to EEOC Enforcement Guidance: Vicarious Employer Liability for Unlawful Harassment by Supervisors, Notice 915.002, June 18, 1999 (hereinafter referred to as Enforcement Guidance), an anti-harassment policy and complaint procedure should contain, at a minimum, the following

This paper I will explain on the best training model that can be used by facilities in educating their staff on sexual harassment. Most company leaders in various health care facilities view sexual harassment training as important to only low-levelled staff members. To make training effective and include all staff members, much attention should be given to the length for the training. Leadership who are mostly too busy should be trained at their preferred time rather than halting their stable schedules. The human resource department should therefore plan for

Sexual harassment in the work place can be defined, as a form of sexual discrimination that involves unwanted sexual advances, requests for sexual favors, and verbal or physical conduct sexual in nature capable of creating a hostile work environment. The harasser can be the victim 's supervisor, a supervisor in another area, a co-worker, or someone who is not an employee of the employer, such as a client or customer. The reason for my study is to inform and educate the public on how to prevent, address, and report these forms of unsolicited sexual advances.

Sexual harassment is an infection that can spread through an organization. When there is a sexual harassment accusation, it must be dealt with swiftly and accordingly. If not it can create a bad atmosphere between all levels from the most senior employees to the newest employee. A trust level is broken when issues happen and it is brushed under the rug. According to USA.GOV (2009) sexual harassment is the unlawful harassment of an individual. The harassment includes unwanted sexual advances such as sexual favors, verbal comments or contact. Consequently, according to Tseng (2014) many victims will not report sexual harassment due to their status as a lower employee and the status of the harasser. Implementing a policy that allows a bystander to report what they have seen can mean the difference between a peaceful work place and a work place with disgruntled

Employers need to have a clear understanding about the laws that are in place to protect them and their employees as well as how to prevent and address such claims. An option for employers is provide training for their employees and supervisors. Research shows that 49.7% of harassment cases are seen between co-workers, 26.4% from direct supervisors, 17.1% from other superior, and 6.8% from customers and vendors (Glazer, 1996). The trainings Santiago-Santos will provide employers with an insight on how to adapt their internal policies to comply with employment laws. Also, the employer training will help them develop a process of reporting and dealing with such claims internally and what their rights are when a claim reaches the Equal Employment Opportunity Commission (EEOC).

Pomodoro strives to be an industry leader in the treatment of our staff. Each and every person in our human resources team will be treated as Pomodoro's most valuable asset. This policy guide has been prepared to outline the company's policies towards employment related policies and regulations. The procedures, practices, and policies are intended to create a safe work environment that will let our employees flourish. Therefore Pomodoro has a strict no-tolerance policy toward all forms of harassment for the protection of the entire organization and its members. This manual will outline some of the key features of the human resources policies for both the U.S. divisions as well as the divisions around the world.

Sexual harassment in the work place can be defined, as a form of sexual discrimination that involves unwanted sexual advances, requests for sexual favors, and verbal or physical conduct sexual in nature capable of creating a hostile work environment. The harasser can be the victim 's supervisor, a supervisor in another area, a co-worker, or someone who is not an employee of the employer, such as a client or customer. The reason for my study is to inform and educate the public on how to prevent, address, and report these forms of unsolicited sexual advances.

Workplace sexual harassment is one of the most difficult and insidious issues to tackle because of their vulnerability. What is worse is that even when victims muster courage to come forward, they are