Sexual Harassment At The Civil Rights Act

In its analysis, the appellate court referred to Meritor Savings Bank v. Vinson, where the U.S. Supreme Court held that sexual harassment constitutes sexual discrimination in violation of Title VII. There are two forms of sexual harassment. In "quid pro quo" cases employer’s condition employment benefits on sexual favors. In

There are several different types of harassment and all of them could be covered by Title VII depending on the circumstances. Bullying, stalking, sexual harassment, racial harassment,

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.

The social policy I chose to write about is “Title VII of the Civil Rights Act of 1964” sexual harassment in the workplace. According to equal employment opportunity commission (EEOC), Title VII applies to the company has 15 or more employees including state and local governments. In addition, it also applies to federal government employment agencies and labor organization. Under the law Title VII stated that sexual harassment is unwanted Sexual advances, solicitations for sexual favors, including verbal or physical behavior thought others. “Sexual harassment when this conduct explicitly or implicitly affects an individual's employment unreasonably interferes with an individual's work performance or creates an intimidating, hostile, or offensive work environment” (Facts About Sexual Harassment - EEOC Home Page, 1964). Sexual discrimination or sexual favoritism in the workplace which affects or eliminate other potential candidates its "form of implicit "quid pro quo" harassment and/or "hostile work environment" harassment" (Policy Guidance on Employer Liability under Title VII for ..., 1990). In this essay, I will explain the capabilities and vulnerabilities of the framework as well as analyze the women’s empowerment framework. At the end of my paper, you will have a good understanding how Sex discrimination and work situations environment.

While sexual harassment is one of the most common forms of harassment, any member of a protected class can be harassed; any harassment on the basis of age, race, sexual orientation or other factors is illegal. When training employees,

Despite legislation for equal opportunities, sexism is still evident in the workplace. Women have made great advancements in the workforce and have become an integral part of the labor market. They have greater access to higher education and as a result, greater access to traditionally male dominated professions such as law. While statistics show that women are equal to men in terms of their numbers in the law profession, it is clear however, that they have not yet achieved equality in all other areas of their employment. Discrimination in the form of gender, sex and sexual harassment continues to be a problem in today’s society.

For example, it would be ‘direct sex discrimination’ if male and female employees are doing exactly the same work, but male employees are being paid more.

Sexual orientation is “the clear, persistent desire of a person for affiliation with one sex rather than the other”, otherwise known as sexual preference. (http://medical-dictionary.thefreedictionary.com) Prejudice against lesbians, gays, bisexuals, and transsexuals (otherwise known as LGBT people) remain widespread in American society. LGBT people have always been a target for discrimination. Like other forms of prejudice, this discrimination is based on a hostile attitude toward a specific group and in this case minority. The current strides in the controversy of the legalization of the same sex marriage is a prime example of this discrimination. Sexual orientation prejudice

Discrimination and harassment can come in different forms, some discrimination could be seen as indirect for example a care worker spending an extra ten minutes with client A because they get on with them better than the next client, client B therefore rushing the client B’s session, while this may seem only minor at the time client B isn’t receiving all of the time they are entitled to and a lower standard of care therefore this would be seen as discrimination and could be sent to court. Most acts however are direct and have more meaning behind them this could be presented in many different form verbal and physical is the most common way delivering harassment and it could be of a race, sex, faith or other difference to discriminate on. However

Harassment is “undesirable behavior identified with an important protected characteristic, which has the reason or impact of damaging an individual's dignity or creating intimidating, threatening, degrading, humiliating or offensive environment for that individual".

Courts and employers generally use the same definition of “quid pro quo”, a form of sexual

According to an article published by Workplace Fairness, a non-profit organization that provides information and education on employee rights, sexual orientation discrimination means treating someone differently solely because of his or her sexual orientation whether it be homosexual, bisexual, or heterosexual. This discrimination may occur because of a perception of someone whether the perception is right or wrong. Someone who is discriminated against on the basis of sexual orientation may also be discriminated against or harassed on the basis of sex, gender identity, disability, such as actual or perceived HIV status, and/or marital status.

In our society sexual harassment has been in the workplace for years. The use of sexual harassment in the workplace has been remembered best as a weapon used to keep women in their place which would cause them to forfeit promotions within their organizations. It was once believed that women were the only victims but the shift is now changing men are also reporting that they are also victims of sexual harassment on the job. In 1964 the Civil Rights Act was passed and employers began to recognize that they were liable for two types of sexual harassment. The first kind of harassment is Quid pro quo when a supervisor offers the employee sexual advances in order to get or keep a job, and also this harassment is used to determined if an

job in return for sexual favors to qualify as quid pro quo harassment. Yet in

gender and does not “Involve sex, requests for sexual activity, comments, or anything similar” (Bennett-Alexander & Hartman, 2015, p. 423). The non-sex requirement is the reason that the term gender in sexual harassment is discussed meaning whether if the individual is male or female that is filing a sexual harassment claim. Although, Title VII of the Civil Rights of 1964 mentions that individuals should not be discriminated on the basis of gender, sex, ethnicity, race, religion, etc it does not specify an individual’s sexual orientation.