The Civil Rights Act Of 1964

1078 Words5 Pages
Immanuel Kant once said “In law a man is guilty when he violates the rights of others. In ethics he is guilty if he only thinks of doing so.” (Kant, n.d.). Title VII of the Civil Rights Act of 1964 includes prohibition of sex discrimination which includes sexual harassment and hostile work environment. An example will be used to help define the law that is relevant to sexual harassment and hostile work environments, along with describing the facts of the case. A view on current lessons learned and any new thoughts learned while conducting research will be put forth. Lastly, a look at ethical issues related to the example presented will be discussed.
Relevant Law Under Title VII a provision for discrimination on the basis of sex is
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It is believed that state law, North Carolina Equal Employment Practices Act, may apply in this case as well. BLR states “The Act applies to all private employers of 15 or more employees. Employers with 15 or more employees are also covered by the federal fair employment law, Title VII of the Civil Rights Act of 1964 (Title VII)….” (North Carolina Sexual Harassment, 2016).
In this case, a young woman was employed by Grocery Store X as a cashier, deli counter clerk, and produce stocker. While working for Store X the young woman encounter unsolicited hugging, shoulder rubbing, and even was asked for kisses, all of which falls into the category of unwelcome sexual advances or physical harassment. The encounters were not limited to one individual and included the store manager. On one occasion, the young woman approached the store manager about an encounter that left her feeling shaken. During the discussion, the store manager discouraged her about pursuing any action as it is hard to prove or maybe the intent of that action was misinterpreted. In the end the work environment no longer felt safe nor a place the young woman wanted to work. While employed at Store X no training on the prevention of sexual harassment or harassment ever took place. Prevention and education is key to informing employees of their rights should a right be violated and to keep the discrimination from happening. If training
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