Workplace Harassment In The Workplace

The accuser had alleged that her supervisor constantly subjected her to sexual harassment both during and after business hours, on and off the employer's premises; she alleged that he forced her to have sexual intercourse with him on numerous occasions, fondled her in front of other employees, followed her into the women's restroom and exposed himself to her, and even raped her on several occasions. She alleged that she submitted for fear of jeopardizing her employment. She testified, however, that this conduct had ceased almost a year before she first complained in any way, by filing a Title VII suit, her EEOC charge was filed later (see infra at n.34). The supervisor and the employer denied all of her allegations and claimed they were fabricated in response to a work dispute.

A 17-year-old female was employed at local supermarket in the Floral Department. Based on the information provided it is uncertain the length of time the minor worked for the organization prior to alleged sexual harassment suit (Walsh, 2013). According to the Plaintiffs she begins to received unwarranted sexual gestures from another employee at National Supermarket, with the first occurrence taking place in presumably July or Aug in 1991 (Walsh, 2013). The alleged person carrying out these unwarranted sexual action (as stated) is a peer of female seeking punitive damage and emotional damage. During the first encounter with Plaintiff, 51-one-year old Robert Edmiston allegedly made graphic sexual comments and displayed pornography to Varner (Plaintiff) (Walsh, 2013).

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".

Primary research consisted of statistics I obtained from 2014 WBI national workplace survey taken by 1000 adults in the United States. Secondary Sources included books, and online resources. The results of my research, to be discussed more in depth in my report, reveal a startling truth that we need too bring awareness to that is harassment does exist in the workplace.

Harassment has plagued the world for centuries. Why should the workplace be any different? Sexual harassment and workplace violence are not only of historical roots, but contemporary issues are still present in the workforce today. Managers are addressing and combating modern sexual harassment and workplace violence, however instances still occur (Robbins, Decenzo & Coulter, 2011).

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

Racism is defined as prejudice, discrimination, or antagonism directed against someone of a different race based on the belief that one's own race is superior. In the workforce, the issue of racism and discrimination has been brought to the center of conversations around the world. Companies claim to be “colorblind” and not hire somebody based on their race or gender, but the employment rates among minorities and women around the world is significantly lower than the majority in the given country. There is also the growing issue of minorities, such as blacks in america, making significantly less money than whites. This issue affects people all around the world who happen

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.

Specifically, harassment and discrimination becomes illegal when an acumination of behaviors fosters a hostile or offensive work environment (Acklin, 2016; Dean, Safranski, & Lee, 2014). In this respect,

For the last fifteen years, I worked in the medical field as a doctor’s assistant. I received a call from one of my former co-workers at another clinic in Needham MA. My coworker and I both endured a lot of petty abuse from the practitioners and patients while working at our previous job. Jennifer (my co-worker) and I worked well together, and we had a mutual respect and rapport; we agreed on all common issues in regard to how a medical practice should function. Jennifer recently started a new job as an office manager for an urgent care clinic, and she asked me to join her at the clinic so we could organize and clean-up the practice that were being managed previously by the doctor himself. Jennifer, as a new office manager at this clinic,

While the world has unanimously advanced and is more accepting of change, the workplace continues to be a place of discrimination, prejudice and inequality. Discrimination is broadly defined to ‘distinguish unfavourably’, isolate; and is context based (Pagura, 2012). Abrahams (1991) described the workplace as an ‘inhospitable place’ where gender disparity and wage gaps persist (Stamarski & Son Hing, 2015). Among other states and countries, the Australian government actively implements and passes laws to protect and maintain equal employment rights. While the objective of these laws is ‘to eliminate discrimination,’ the regulatory mechanisms in the legislation are largely ineffective at achieving this ultimate goal (Smith, 2008). However,

Everyone that goes to work expects to go to a place where they will not be harassed and will work in a friendly and fair environment. There are many instances of a hostile work environment, including sexual harassment, bullying, and berating due to religion, just to name a few. Likewise, there are instances where employees may think they are dealing with a hostile work environment when in fact they are not, such as rude and obnoxious coworkers. Employees and companies alike should be aware of what constitutes a hostile workplace environment, harassment, etc., so as to avoid any possible litigation.

This article discussed the different types of harassment, while testing multiple hypothesizes regarding workplace harassment. Workplace harassment is under federal law and Department of Labor (DOL) policy, harassment by DOL employees of DOL employees based on race, color, religion, sex (including gender identity and pregnancy), national origin, age, disability, genetic information, sexual orientation, or parental status is prohibited. The Department defined workplace harassment may take either of two forms. It may entail "quid pro quo" harassment, which occurs in cases in which employment decisions

Under federal law there are two distinct forms of sexual harassment (Paul, 1990). The first form is known as quid pro quo harassment and in order for an action of this form to be successful there must be involvement by a supervisor or other person in authority. The fact that Sam, the alleged harasser, is in a supervising position raises the possibility that his behavior toward Paula may be considered quid pro quo sexual harassment. The fact that Paula has reportedly requested that Sam stop approaching her relative to their continuing a romantic relationship establishes the first element of a quid pro quo action. The second element arises by virtue of the fact that Paula has requested a transfer to another department outside the control and authority of Sam and Sam has apparently blocked Paula's request. Under the requirements of a quid pro quo action the victim's terms of employment or decisions regarding his or her employment must be affected (Brase, 2001). Sam's decision to block Paula's transfer certainly qualifies. In defense of his action to block Paula's transfer Sam has argued that such transfer might endanger Paula's unborn child because the chemicals that are used in the requested department have been shown to be harmful to fetuses. Sam's claim may be legitimate; however, his mere assertion would not qualify as a justifiable reason for denying the transfer. Sam is certainly not a medical expert and, unless such claims are documented by a proper authority outside the

As stated on wikipedia.org, discrimination is action that denies social participation or human rights to categories of people based on prejudice. This includes treatment of an individual or group based on their actual or perceived membership in a certain group or social category, "in a way that is worse than the way people are usually treated". This could be done directly or indirectly. Direct discrimination could arise from punishments and indirect discrimination could come up from strict rules or regulation that make the individual feel uncomfortable.