Sexual Harassment Term Paper

Eliminate sexual harassment against women at work, educational institutions and the provision of goods and services.

The employer must conduct an internal investigation by interviewing the parties involved and witnesses. The article also mentions the 1964 Civil Rights Act and the Age Discrimination Act of 1967 to explain the root of the guidelines, and gives further analysis using different clarification approaches to clarify the legal concerns involved. In order to describe prevention methods, the article straightforwardly states what a manager prerequisites. Training and informing the employees is the law. The article’s approach and statements mentioned how to deal with legal matters and to make sure that they are valid. Managing harassment and discrimination problems is not only a responsibility, but also makes good business sense. Maintaining a workplace free of discrimination and harassment by doing whatever is necessary to prevent complaints from occurring in the first place, and stopping them before they reach the level of lawsuits are acceptable methods of dealing with legal issues.

Providing training about harassment has proven beneficial to the business environment. As the former EEOC Chairman stated “Sex harassment has developed as one of the great lessons in how education can have an effect on an offensive practice.” There are education campaigns educating not only employees but employers about what harassment entails, how to prevent it, and how to deal with a claim. (Glazer, 1996) In fact, most

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 what may be the most bewildering court ruling ever produced, “The court held that the complainant’s refusal to have sexual relations with her supervisor, and the resulting elimination of her job, was not discrimination. Rather it was due to ‘the subtleties of an inharmonious personal relationship’” (Gregg, pg. 304,

The actions to take constitute the employee’s responsibilities in responding to allegations or suspicions of abuse. Always follow policies and procedures and report to the appropriate person(s), record the facts on appropriate paperwork, listen do not judge, stay calm and collected, and do not tamper with evidence.

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.

The United States Supreme Court, as well as federal district and state courts, defines employee rights and an employer’s liability for employment law violations. Treatment on the job, including hiring, firing, and promotions, must be based on qualifications and merit and not on race, gender, age, sexual preference or how one responds to sexual advances. Yet despite these laws and policies, many employees continue to suffer from workplace harassment and employment discrimination.

Sexual harassment is discrimination that involves any uninvited comments, exploits, or behavior regarding sex, gender, or sexual orientation. If any type of violation is made by a co-worker, a boss, a work acquaintance, or even a non-employee such as a client, vendor, or contractor, this will be considered unlawful sexual harassment within the work environment. Sexual harassment can create a hostile and uneasy work environment. Sexual harassment includes inappropriate verbal advances, unwelcomed physical behavior that creates an aggressive, hostile, intimidating or malicious work environment for employees. Sexual harassment includes sending suggestive e-mails, notes, and

.What does sexual harassment really means? Many people cannot define the exactly sexual harassment means. According

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.

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

Another form of sexual harassment is a hostile work environment. The hostile environment theory involves sexual advances between the supervisor and the employee. An employee’s work performance will be less effective due to these so-called sexual advances. However, a victim can file a complaint against their harasser so that they do not continuously force them to participate. Consequently, they will be forced to hand in their resignation. [This is an issue of power and has nothing to do with sex. For this reason, both male and females can be the harasser. The harasser’s main purpose is to force another to feel or act in a certain way. Sometimes, sexual harassment causes an individual from effectively performing his/her job. As a result, is undermines an individual’s dignity. In our society, there are three essential factors that relate to the issue of sexual advances. These elements are a divergence of perceptions, the complexity of human behavior and the attitudes of a sexist.]

In today’s society we constantly hear or read about individuals that claim they were a victim of sexual pressure. These instances can take place at work, school, the military and even at church. But exactly what is sexual exploitation or unwanted sexual behavior? After looking at several definitions for sexual abuse I came across the following definition that I feel will help all of us to better understand what inappropriate sexual behavior is. Sexual harassment was defined by The Equal Employment Opportunity Commission (EEOC) as unwelcome advances and requests for sexual behavior or conditional requests such as a person’s employment will continue if they perform these acts. (Gale Group, 2003). This definition left me thinking and

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.