Essay on Sexual Harassment Case

In more than just the examples given in the documentary, reporting a sexual assault seems almost baffling in terms of procedure, both in military life and in civilian. It is a difficult enough prosses for a man or women to endure in civilian life. Just noting what I have witnessed in my time here at Georgia Southern University, it is a long, horrifying, and complex means to achieve justice, and even then, it is certainly not guaranteed. Even at the conclusion of this class, it is still difficult to grasp the blatant disregard for an entire section of the armed forces. The ones who are willing to make the huge personal sacrifices to serve their own country, when that same courtesy would never be reciprocated. As stated multiple times in The

Are you okay? Please do not cry. You are not alone. You do not know me but I am listening; I will wipe your tears, and stand by your side. Because what happen to you is not right, it is unjust, unmoral, and revolting. Although I was not there, I am here now. Although I have not experienced it, I am listening. However, I will never truly understand what you went through because I have not lived it. Sexual assault is “illegal sexual contact that usually involves force upon a person without consent or is inflicting upon a person who is incapable of giving consent”, according to Webster Dictionary. I will not judge you, I will not patronize you, and you can trust me. What happened that night? Can you remember? What started out as a fun night with drinking and dancing; ended with your cold naked body lying upon the ground. You were intoxicated, incoherent, and unconscious. Your blood alcohol level and your dashing good looks should not make you vulnerable or a victim to inhumane acts of sexual violence.

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

The court should take a look at what the partners said like, “she was sometimes overly aggressive” (Nkomo, Fottler, McAfee, 7 edition, p. 57). The judge should rule in favor of Thelma Jones because she is being sexually discriminated. The employer did in fact discriminate unlawfully because you’re not allowed to tell a woman to be more “femininely” just to get a higher position.

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.

Sexual harassment is considered to be a form of sex discrimination under Title VII of the Civil Rights Act of 1964, which applies to all U.S. employers with 15 or more employees (some state laws may provide additional worker protections). Anyone affected by the offensive conduct in question, not just the person to whom it is directed, may be a victim.

Injustices in this world infect people's lives like diseases. One in particular has not only developed over the years, but cases spring up in the most unthought of places. This injustice commonly known as sexual harassment affects women, children, and occasionally men all across the globe. There are many aspects when it comes to sexual harassment including its background, opposing viewpoints on the popular belief, the popular viewing, sexual harassment in today's society, solutions to the problem, and what the future would be like without this injustice on the world's hands.

The topic of sexual assault has always been a tough subject to discuss because it is a heinous crime that can and has happened to men, women, young and old. It is a topic that is disturbing and heart wrenching, especially when involving children. In the past few years, our media outlets have captured the images and stories on sexual assault, focusing mainly on College Institutions and how sexual assault cases have been handled within those institutions. Sexual assault is a very important topic to discuss, since this can happen to anyone you know, man or woman, adult or child, or yourself. This paper will touch on the different types of sexual assault, stigma of sexual assault, treatment of sexual assault, and understanding the perpetrator. There will be a brief discussion of the current social issue of college campus sexual assault. Sexual assault is such a wide topic with many areas to discuss, but this paper will outline the basic understanding of sexual assault and what can be done to overcome this stigma of sexual assault and how we can help the victims/survivors.

Lisa Baxter has been encountering sexual harassment issues in the business and she thought she was the only one, until she found out that also other women in the organization are getting sexually harassed and so she decides to speak up

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.

As seen in the case study, a court decision may be one way for any company to legally define what constitutes sexual harassment in the workplace, but there are many ways to define sexual harassment. Everyone has different views and tolerance levels towards sexual harassment. When a case of sexual harassment occurs in a workplace, however, it comes down to how the courts define sexual harassment. The Supreme Court defines sexual harassment to be unlawful in two ways. “The first type involves sexual harassment that results in a tangible employment action;” this is referred to as quid pro quo. For example, if an employee complies with the harasser’s request, then she will get a raise. This unlawful act is usually presented in the workplace by a person who has an upper hand, such as a manager, to ensure that s/he will get what s/he wants. Employees are often victimized by fear that they will not get promoted or that they will get fired. They also dread that if a complaint is filed, it will not be handled correctly. “This instance of sexual harassment always involves another violation of employee rights; [sic] wrongful termination.” This would occur, for instance, when “a supervisor . . . tells a subordinate that . . . she must be sexually cooperative with [him] or . . . she will be fired, and who then indeed does fire the subordinate for not submitting” (“U.S. Supreme Court Defines”). [schwinlaw.com]

For example, in the case of Lois Robinson co-workers would post pornographic pictures and make suggestive comments when they noticed her pass by. Although, this did not affect her pay or the terms and conditions of her job she was subjected to a hostile work environment. Lois Robinson filed a suit against Jacksonville Shipyards Inc., for sexual harassment. However, the challenge for the court is to determine what is considered discomfort. The judge ruled that the display of pornographic pictures and pinup calendars was a visual assault on the emotional response of female workers due to the conditions sexual harassment under the “hostile working environment” provision. (Boatright 2007) Keep in mind that the court decision did not state that the display of pictures always constituted sexual harassment. The problem was the scarcity of women workers in a shipyard, and the lack of women in authority and the occurrence of verbal harassment including explicit sexual remarks. Jacksonville Shipyards Inc. (JSI) were federally contracted to repair U.S. Navy ships, therefore, they are required to have an affirmative action plan. In the company policy it stated that any violation should be reported to the Equal Employment Opportunity Coordinator in the facility. Unfortunately, supervisors at the shipyard were unaware that such policy existed and it was not included in the standard JSI

For a timeline and a narrative of the cases that set legal precedence in the areas of retaliation and sexual harassment would consist of Williams v. Saxbe in 1976. The court recognized sexual harassment as a form of sexual discrimination when sexual advances by male superior towards female employee. In the Barnes v. Costle case in 1977, it set the precedent that if a female employee was retaliated against for rejecting sexual advances of her boss, it is a violation of Title VIIs prohibition against sex discrimination. The court of US Court of Appeals, Second District ruled in this matter. In the Bundy v. Jackson case in 1981, it set the precedent that if an employee is sexually insulted, there can be Title VII liability. This was ruled by

Sexual Harassment Laws Sexual harassment is one of the biggest problems facing our schools and businesses today. A week rarely goes by without a reminder of the pervasiveness of sexual harassment as a social problem. The definition of sexual harassment is any unwanted or inappropriate sexual attention. That includes touching, looks, comments, or gestures. A key part of sexual harassment is that it is one sided and unwanted.