Week 6 U Decide Essay examples

Which of the two banks or credit unions that you researched would you be most likely to choose to open an account with? Why? (2-4 sentences. 2.5 points)

Middlefield hospital was once a great hospital that served a variety of patients with the best care. Over the past couple years Middlefield has been having some problem because of the new big hospital in the area. With this new hospital coming to the area Middlefield has been losing many of its patients and getting a lot more uninsured or under insured patients.

In reviewing Janie’s claim of harassment, we need to look at the different types of harassment and see if her situation falls in to one of these categories. Quid pro quo and hostile work environment are both forms of harassment, while retaliation is an adverse treatment of an employee by an employer or supervisor.

1. Read the Case Study. All of the questions and MS®Project® schedule will be based on the facts of the included Case Study.

The courts and statutes recognize two forms of sexual harassment. Quid pro quo is explained as something for something. This occurs when a supervisor or manager requests sexual favors, has made sexual advances that are unwelcome, or engages in physical conduct of a sexual nature. Hostile work environment is a situation where a non-employee, co-worker, or supervisor may be the basis for the sexual harassment claim. A hostile work environment can be created by suggestive pictures or comments, unwanted physical contact, obscene gestures, sexual jokes, and other contact that interferes with an

As defined by the Equal Employment Opportunity Commission EEOC, sexual harassment is an unsolicited sexual advance, request for sexual favors, and other verbal or physical behavior that may intimidate and created a hostile work environment (Dessler, 2013). It is unlawful to harass an individual, it’s illicit to suggest or make

Quid Pro Quo is the acceptance of a gift in exchange for information of some sort. (Dara Security, 2015) Kimberly Ellerth was a salesperson for a reputable department store. During her 15 months of employment, the manager solicited sexual favors in exchange for promotions. He also threatened to deny job benefits for refusal. Due to sexual harassment policy that was not being reinforced, Ms. Ellerth filed a case against the company. (Legal Information Institute, n.d.)

There are many ways and signs to recognize harassment. One of the major signs are if someone touches inappropriately. Quid Pro Quo sexual harassment is also common in a workplace. Quid Pro Quo is when a supervisor try to use their position to get the employee to do something they do not want to do (Walsh, 2015). It is important to report the first sign of harassment in a workplace. The Title VII Civil Rights Act of 1964 was designed to protect employees against acts of harassment and

Quid pro quo involves a power differential and explicit sexual advances. A hostile working environment is created when the work environment that affects the employee’s ability to do his or her job and does not have to include explicit sexual advances. Hostile work environments do not have to be tied to any monetary losses or gains as well. This case scenario states that there is no clear harassment occurring. Due to the explicit nature of Quid pro quo, I am speculating that the situation may be a hostile working environment. A workplace does not require sexualized behaviors to be considered a hostile working environment. Antagonistic or abusive behaviors based on sex can create this environment. Therefore, if Matt harbors ill feelings towards women and whether, knowingly or not displays them in the working environment it can create a hostile environment. It is also not for Matt to determine if the workplace is hostile or not, it is how Bethany perceives the interactions that determine if it is a hostile environment for

The EEOC of 1964 provides for two main types of sexual harassments an individual can undergo; hostile work environment and Quid Pro Quo. The type of sexual harassment displayed in the scenario is Quid Pro Quo. This type of harassment occurs when an authority figure or manager request sexual

Prepare a schedule showing a horizontal analysis for 2009 using 2008 as the base year.

Sexual harassment plunges into two categories which consist of quid pro que and a hostile work environment. Quad pro que refers to situations that deals with employment decisions, the person in power decides whether they will hire, fire or will give promotions to the employee providing the sexual favors that he/she requests. For instance, a male manager interviewing a female applicant for a job places his hand on her thigh. When she objects, he asks, "Don't you want this job?" The implication is that she must comply with the hiring manager's advances in order to get hired. A hostile work environment refers to the settings in which the employee work and it is difficult for the employee to work. Hostile work environment includes them being afraid,

“Unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature that tends to create a hostile or offensive work environment.” (sexual harassment. (n.d.) West 's Encyclopedia of American Law, edition 2. (2008). Sexual harassment comes in several different forms from words to touching to gestures something that is present from one person to another person sexually that is not wanted by the other person. This normally makes one person feel uncomfortable in the workplace causing an employee to not feel comfortable at work which all

Quid pro quo sexual harassment occurs when an individual’s submission to or rejection of sexual advances or conduct of a sexual nature is used as the basis for employment decisions affecting the individual or the individual’s submission to such conduct is made a term or condition of employment; basically it’s “this for that.” Conditions that determine quid pro quo sexual harassment are as follows:

The two types of sexual harassment are "Quid pro quo" which means "something for something". When this occurs submission to, or rejection of, sexual advances are used as a basis for employment decisions such as: pay increases, hiring or firing, promotions, and performance appraisals ("Type of" n.d. Para. 9)