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Rough draft sexaul harassment in the workplace
Sexual harassment case study
Sexual harassment in the work environment
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Recommended: Rough draft sexaul harassment in the workplace
Scenario 1: A manager for a retail store which has been employed for 10 years with the company is accused of sexual harassment on a female worker. The manager in this situation has never been reported to have any other incident while he has been employed for the company. The female worker claimed that he touched her hair unprofessionally and felt uncomfortable. She has also claimed that he has made remarks to her before but she didn’t report them but felt uncomfortable. The company has a straight forward policy on sexual harassment policy that would not be tolerated. The manager has stated that he didn’t touch her hair in any sexual matter and denied saying any comments to this female worker. Outcome: Due to the company’s sexual harassment policy the employee with face investigation on this matter to make sure allegation was true or false. The employee would have violated the company policy that states, verbal abuse of a sexual nature or touching, grapping of a sexual nature would not be tolerated. While the investigation is ongoing the two workers would be separated until a finally outcome is decided. The Labor Arbitration Report …show more content…
This employee just ended their 90 days and has done very well. Other employees has brought to management that this employee has been using the internet for personal use. They have also stated that the employees uses her work email for personal matter and also be browsing the internet on her downtime when she should be working. They have witness her on social media and shopping online. The company has a policy that the “requirement that computer usage be for business purposes and that content may not be pornographic or abusive are generally seen by arbitrators as reasonable” (fossum, 2010). The employees was confronted and she stated that she has used the internet and email for personal reason, but didn’t know that it would have been a big
In Chapter 11 of William Shaw’s The Organization and the People in It goes over issue of sexual harassment in the workplace and its effects. Sexual harassment is defined as the “unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature”, most reports of sexual harassment are from women accusing men however men accusing women is becoming more prevalent in todays society (Shaw, p.444). Sexual harassment is a moral issues because a person becomes a victim by means of verbal comments, gestures, or physical contact of a sexual nature and not being able to refuse them without fear that something worse will happen.
In this case, Taylor who was the Vice President of Meritor Bank hired Vinson as a teller for Meritor Savings Bank. For Taylor, there was an instant attraction to Vinson and he pursued her sexually. Vinson started meeting Taylor outside of work and the relationship grew to be of the sexual nature. Taylor, being her boss, started showing possessive displays of affection within the work place in front of job candidates and current employees. Taylor then suggested that Vinson apply for a higher-ranking job he supervised. Vinson deliberated on it, decided to interview, and was then promoted. Taylor and Vinson had many sexual encounters, 40-50 times, during the course of her employment with the bank. Taylor started getting more aggressive with his impromptu barrage of sexual encounters in places like the women's bathroom. When Vinson notified Taylor that she had developed and was embarking on a relationship with another male, Tay...
The plaintiff did not report the incident to her supervisor or the human resources department, possibly due to fear. The next morning of the last incident, the plaintiff reported the harassment to the police. Nevertheless, the plaintiff remained working at the store becoming more and more depressed. I do feel that the supervisor had a duty to follow up with the minor employee to ensure her safety. At a minimal, she should have been asked if she was okay, or needed to talk about anything. As a minor, the employer should have taken action against the adult, male employee. More consideration should have been taken in protecting the minor as well as the store’s brand. There is potential negligence on behalf of the supervisors as well as the company. The supervisor should also be held responsible because he was aware and did not take any form of action. It would appear that the supervisor and the harasser both played a part in the behavior. National has attempted to support their claims by indicating the employee failed to comply with the company’s sexual harassment policy. National knew of the harassment and failed to implement prompt and appropriate corrective action. National was aware because the plaintiff’s fiance’ reported the harassment to his supervisor on two separate occasions. The supervisor had the authority and should have informed the human resources department to taken action against the allegations (Vijayasiri, 2008). National policy on sexual harassment should not be any reason for them to not be held liable for negligence. In conclusion, evidence of a hostile work environment, harassment, and negligence on behalf of the defendant is evident in the
"Sexual harassment is a type of sex discrimination that violates Title VII of the Civil Rights Act of 1964. Unwelcome sexual advances, demands for sexual favors and other verbal or physical behavior of a sexual nature is inappropriate behavior when the behavior unequivocally or verifiably influences an individual’s employment, unreasonably interferes with an individual’s work performance or creates a scary, antagonistic or hostile workplace (Noe, 2011).” " Sexual harassment can be the point at which somebody feels uncomfortable or irritated in a sexual manner, for instance, this could be as a remark, joke, look, or motion. There are two noteworthy sorts of sexual harassment: Quid pro quo which is the point at which a man is punished for dismissing
The EEOC has also stated that a victim of sexual harassment need not say anything to any supervisor. Co-workers and supervisors are liable if any one kn...
Facts of the case: Anna’s immediate supervisor, Michael, repeatedly required that she have “closed door” meetings with him. Closed-door meetings violate company policy. Other employees were aware of these closed-door meetings and, as a result, rumors began to spread that Anna and Michael were having an office romance. In fact, in these closed-door meetings Michael tried to convince Anna to lend him money, a practice that also violates company policy. Anna repeatedly denied the request and Michael stopped asking. However, the rumors continued and affected Anna deeply. She was treated like an outcast by her co-workers. Anna asked Michael to clear up the rumors, but he found them amusing. Anna had two evaluations where she scored low points for “integrity” and “interpersonal relations” as a consequence of the rumors. She was passed over for two promotions for which she applied where her skills and experience were superior to the employees who were promoted. She filed an action against her employer on the ground that her supervisor had created a hostile work environment because he refused to stop the rumors.
Roberts, Barry S. and Richard A. Mann. ?Sexual Harassment in the Workplace: A Primer.? n.pag. On-line. Internet. 5 Dec 2000. Available WWW:
There are many preventative measures that even the smallest employer can take to ensure these claims are to the absolute minimum. The rules and guidelines that the company have put in place should be available to each and every employee right from day one of employment. The rules should be explained from someone of authority to ensure the seriousness and gravity of the situation around sexual harassment in the workplace. Each and every employee should feel comfortable, safe and secure while within and on the grounds of the place of employment. Furthermore the employer should take the opportunity to refresh these rules and guideline with each and every employee on regular intervals to ensure maximum employee
Acts of sexual harassment against another individual have sadly become a common incidence in the workplace. It can be either physical or verbal. In 2008 the Association of Women for Action and Research conducted a survey addressing the issue of sexual harassment in the workplace. The study, which included 500 respondents and 92 companies, showed that 79% of the victims are women and 21% were men; 54% had experienced some form of workplace sexual harassment, 27% experienced harassment by their colleague, while, 17% were harassed by their superior. The study also showed that 12% had received threats of termination if they did no comply with the requests of the sexual harassers ("Statistics | AWARE | Workplace Sexual Harassment", n.d.).
Why should Lael get involved in reporting if she has not experienced any of the allegations the other employees are making?
gives all of us the right to be treated fairly and to take action if
Sexual harassment is so ordinary in the workforce that frequently we fail to even recognize harassing behavior as immoral. This is because so many of us--women and men alike--have become desensitized to offensive behaviors. Sexual harassment in any form is unacceptable behavior and should not be tolerated by anyone. It undermines our ability to study, to work, and to feel like effective, empowered people in the world.
Each year many people first become aware of sexual harassment when they are harassed in the workplace. Today in the United States there still seems to be a need for general information about sexual harassment. Many people are unaware of exactly what sexual harassment is, how it affects its victims, where it happens, and what to do if it happens to them. There are many laws that protect people from sexual harassment and provide them with information about what to do if you should ever be in this situation (Wyatt, 2000).
KANE-URRABAZO, C. (2007). Sexual harassment in the workplace: it is your problem. Journal Of Nursing Management, 15(6), 608-613. doi:10.1111/j.1365-2834.2007.00725.x
For instance some of the sign of the sexual harassment can be from small comments on women's breast, unwanted body contact, offensive graphic pictures being sent directly to any individual. Sexual harassment can happen in a form of belittling remarks regarding specific ge...