Sexual Harassment And The Workplace

In this section, sexual harassment is going to be defined first. Furthermore, emphasis will be put on the main issue at hand in this research, and the main problem is

The final topic I want to deliberate on is sexual harassment in the place of work. Sexual harassment should not be taken casually. Sexual harassment is unwanted sexual advances, demand of sexual favoritisms, and further oral, or physical behavior of a sexual occurrence. Sexual harassment is considered illegal because it causes productivity problems in the workplace. There are particular steps a manager needs to keep an eye on in the case of sexual harassment. The manager needs to supply written warnings first. The next step is suspension, demotion, and termination of employment (Cascio, 2013, p. 99).

The employees must be able to file complaints either by the phone to the HRD or through the company’s website. 2. Every employee at all levels of the company should receive training to review the sexual harassment policy and keep records of those training sessions and have the employee sign with date stating they attended and also understood the training. I also think that this should be done on a yearly basis (mostly during recruiting process) and all those records must be maintained by the Human Resources Department. 3. The company’s website should be tracked at the end of every night to determine if there were any unresolved issues. If the employees are be unable to file a complaint even with these different ways available and with the exclusive anonymity option provided by the employer, then the company cannot not be held liable and the employer is reasonably free of vicarious liability for the actions of its

Work place policies regarding sexual harassment is the main issue discussed in this article. Sexual harassment has continued to be a challenge within the workplace. According to a recent review of sexual harassment related resolutions, employers have paid over $732,976.00 in sexual harassment fines (Hobson, Szostek, & Fitzgerald, 2015). The EEOC has issued written guidelines for appropriate strategies employers should use to handle workplace sexual harassment and specific ways to address it. It is the employer’s duty to proactively work to protect all employees from any type of sexual harassment by following sexual harassment policies and procedures that are put in place. Failure to implement and follow the policy and procedure in the workplace can and most likely will lead to liability should an EEOC investigation or lawsuit occur. The employer needs to disperse copies of the policies and procedures and post them in central locations throughout the organization and address sexual harassment in the employee handbooks. The policy and procedures need to clear

Sexual harassment in the workplace has become more common in today’s society and both men and women can be victims of sexual harassment in the workplace. “A study conducted showed that out of 20,000 employees surveyed, 42 percent of women and 15 percent of men responded that they had experienced some form of sexual harassment in the workplace” (York, 1989, p. 831). Also, most employee’s do not say anything about the harassment because he/ she feels ashamed or feels that the upper management will not believe his/ her story of the harassment, so many victims stay quiet until he/ she has had enough. Another reason why employees do not come forward when sexual harassment has occurred is because the employee is scared about how the employer will retaliate to his/ her harassment complaint. The EEOC has implemented several laws to protect the employees from discrimination, but these laws also protect the employees from retaliation. Retaliation can occur when an employer punishes an employee from participating in legally protected activity (Miles, Fleming, & McKinney, 2010). It is important to note some important cases in which involved sexual harassment and retaliation and how the ruling

Every company has set policies concerning unprofessional behavior, ethics, and discrimination. It is each person’s responsibility to do the right thing when no one is watching. However, there are always those that think they are above the law so to speak. It is an organizations responsibility to uphold their policies and reprimand those that break them. Unfortunately, often times covert harassment, such as, sexual harassment goes unnoticed or ignored until a victim comes forth.

Sexual harassment in the workplace is a huge problem in recent history. It can happen to anyone and it can happen everywhere. It can affect all types of races, gender and age. Statistics today shows that more and more sexual harassment has become an issue due to the large number of cases presented. Mainstream media becomes consume covering sexual harassment because of the high profile cases. Sexual harassment becomes a topic on various TV shows, and on some major morning radio talk shows mostly everyday. Sexual harassment laws must be strengthened in order to fix what has become a serious problem today in the workplace.

The Equal Employment Opportunity Commission (EEOC) can file lawsuits on behalf of victims of sexual harassment. The legal process is long and cumbersome it can be years from the first complaint to the final verdict. Though, Title VII offers reinstatement to previous job, the individual may be harassed by co-workers making conditions even more uncomfortable than they were beforehand. However, the solutions proposed might seem comprehensive in plans to lessen sexual harassment in the workplace and punishment of harassers. The proposed measures fail to cover all aspects of harassment, though the truth is, it is virtually impossible to formulate a plan to do so.

This case mentioned above is a case of Hostile environment regarding sexual harassment making the employee feel harassed as well this violation should be labeled as abuse of power if Mr. Stan Lee is found guilty. I recommend that is essential to know how to proceed when this sort of sexual harassment happens. Just telling a manger or supervisor is not enough, going to Human Resources representative is important but it is also imperative to make the EEOC aware of the

As we have learned, harassment does not have to be of a sexual nature. Harassment can include offensive remarks about a person’s sex as well. The main noted issues involved in sexual harassment in the workplace includes vary from person to person. As per the article, 52% of women experience bullying or harassment in the workplace. One noted issue is management authority. The behavior of upper management or supervisors towards other employees is also considered as one of the issues. They have been known to abuse their authority which will in-turn affects the employee’s productivity and effectiveness at work. They have also been known to ask for sexual favors from them in order to promote or save their job. Women have faced these issues

Sexual harassment is a pervasive problem that can happen to men and women in many kinds of organizations, but most cases are reported in the workplace. Many employees still face sexual harassment regardless of their race, color, gender, age or title in an organization. Most of the cases presented and filed involve women who have been sexually harassed by a male counterpart in the victim’s workplace.

Regarding effective policies and processes to prevent and handle sexual harassment, one important factor is the federal law Title VII of the 1964 Civil Rights Act under which sexual harassment is prohibited in the United States ("Title VII of the Civil Rights Act of 1964," n.d.). More over, the Equal Employment Opportunity Commission (EEOC) has been granted powers to enforce the Act ("EEOC," n.d.). Throughout the interview, several topics are addressed to bring clarification to uncertainties with procedures for handling

During the last decade women have begun to speak out against sexual harassment which has made many employers set a zero tolerance of sexual harassment in the workplace. In most organizations there are policies and guidelines created to eliminate sexual harassment in the workplace and procedures to follow if an employee feels that they have been sexually harassed.

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

In this research paper I would fully discuss what sexual harassment. I will start on the origin of sexual harassment and how it came into law. I will discuss what environment of sexual harassment looks like in the work place. The reader should be able to discover the different types of sexual harassment: Quid pro quo and Indirect. I will show you illustrated trends of sexual harassment in the work place over the years. I will discuss how sexual harassment affect both parties, meaning the employer and the employee. I will back up theses affects by laws that are set in place to protect the employee and hold the employer responsible. I will give an analysis on recent litigation involving sexual harassment in the workplace. In my conclusion I will give a recommendation on how to prevent sexual harassment in the workplace and what management can to protect their employees.