What Chuck could do in solving the case is he should hear the cause of Sally’s grievance. The best solution is to try to understand Sally’s feelings and not to ignore her during lodging about the hostile environment sexual harassment. When Sally share about sensitive information such as Al, a crew member, had grabbed Sally and tried to kiss her, Chuck should not appear shocked. This is to prevent strong reaction that may affect the Sally’s comfort level. When talking with Sally concerning a possible condition of sexual harassment, Chuck should refrain from asking leading questions. Instead, Let Sally tells her story without probing for information that the she is unwilling to give. He should take notes of crucial facts during the lodging sessions (Susan, 1996).
Then, Chuck must develop steps in investigating the case. The step includes gathering the evidences, find potential witness to sexual harassment and interview the accused employee.
The first step of investigation is gathering the evidences. In this step, Chuck is required to set an interview session with Sally the victim of sexual harassment. During the interview session, he must not force Sally to give evidence of the occurrence sexual harassment as this will give more pressure to her. Instead, he must calmly ask her if she have any related information that can be proof of the sexual harassment. For example, if she has a record or accidently record verbal harassment using her phone.
As reported in Kementerian Sumber Manusia (1999), verbal harassment is one of the five forms of sexual harassment. Verbal harassment includes whistles, leers, comments about her figure (especially her breasts) her sex life, sexual propositions and jokes.
Another form of sexual harassment i...
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... recommended actions. Then followed by, writing a report. Report is important to analyze the case and as a future reference that help to refine thoughts over and over.
Lastly, Chuck should follow-through the process and make sure something happens to resolve this problem. Chuck must notify the authority person on the investigation is complete. He should set a meeting with authority person to discuss about the sexual harassment report. But, he must forward a confidential copy of the report for them to read before the meeting.
Works Cited
Kementerian Sumber Manusia. (1999). Code of practice on the prevention and eradication of sexual harassment in the workplace. Retrieved from http://www.mylabourlaw.net/quick-guides/36-sexual-harassment.php
Susan, L. W. (1996). Sexual harassment: Investigators manual. Retrieved from https://www.ms u.edu/~wrc/sh/swinvestigate.htm
Sergeant Walls placed himself behind the motel room as a precaution, while Shanks knocked on the door of room 114 with the other officers. Shanks noticed a woman looking through the blinds from inside the room and he asked if she would open the door and speak with them, she nodded and closed the blinds. For about two minutes, the officers heard things moving around inside...
This case involves a sophomore at a high school named Christine Franklin, who alleged that she was sexually harassed and abused by a teacher and sports coach by the name of Andrew Hill. These allegations were occurring from 1986-1988, a total of two years. These allegations included Hill having explicit conversations with Franklin, forcing her to kiss him, and forceful intercourse on school grounds. Franklin claimed that she let teachers and administrators know about the harassment and that other students were going through the same harassment. The result of telling the teachers and administrators was that nothing was done about the situation and even encouraged Franklin not
In an express recognition that every sexual harassment case is likely to be profoundly circumstance-driven, Mansfield J appropriately focused on assessing the credibility of the witness, whether the alleged event did in fact occur, and whether it occurred in the way which she alleged it occurred, with a range of evidence before him. Some of the alleged conducts were directly denied: with regard to an April 2005 allegation concerning A Hickinbotham, after assessing the ‘reasonable’ time period in which the incident should have been reported given the surrounding circumstances (e.g. Poniatowska’s position at work), the judge rejected her claim on ground of the significant delay in reporting the incident. Reasonableness was again considered in dealing with a September 2005 allegation concernin...
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.
From the stages of the case, we learn that it is important that the employer takes a quick response in case of harassment within the organization. The Hotel was very quick to assure Gregg and the other woman that their complaints have been received and everything is being put into place to ensure that it do not happen again. What most of the victims of harassment need most is to be assured that they will be protected even after making a complaint. Gregg and the other woman who faced multiple cases of harassment, after being assured that they will be protected from the perpetrator went on to conduct their usual business within the organization with no problems at
“Learning basic investigative techniques will make you better at your job and increase your marketability to other firms. It’s also a lot of fun. Your next accident photo or witness interview might be the factor that wins the case.” (Bevans, 2004).
Most importantly, the allegations of sexual harassment bring into question the consensual nature of his advances. As Rubin explains "A democratic morality should judge sexual acts by the way partners treat one another, the level of mutual consideration, the presence or absence of coercion, and the quantity and quality of the pleasures which they provide.
Roberts, Barry S. and Richard A. Mann. ?Sexual Harassment in the Workplace: A Primer.? n.pag. On-line. Internet. 5 Dec 2000. Available WWW:
5. List the factors which contribute to a determination of whether behavior is sexual harassment.
The first step of the interrogation begins with direct positive confrontation. This is where the interrogator confronts the suspects in a manner that creates an understanding that there is evidence against them. This evidence may or may not be true but the evidence is exaggerated so that it i...
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).
Be aware of any sexual harassment taking place in the workplace and immediately taking action.
To conclude sexual harassment is a tremendously huge issue that should be taken seriously. The only solution for tackling this situation is to speak up when this situation happen to someone. Encourage the victim of sexual harassment to come forward and report to proper authority as soon as possible. The longer the victim waits, the less probability that it will be corrected. If there is someone out there that had been victim of harassment confront the person regarding the situation. Call for help and consult with local HR representative or appropriate authority. Do not become part of the statistics of such shameful acts. Get help! Finally, sexual harassment laws must be strengthened in order to fix what has become a serious problem today in the workplace in order to avoid having more victims.
Sexual Harassment is a growing problem in today's workplace. The signs and causes of harassment are not always easy to detect. There are a growing number of cases through statistics and actual cases that’s been headlined in news rep...
Clark, C. S. (1991, August 9). Sexual harassment. CQ Researcher, 1, 537-560. Retrieved from http://library.cqpress.com/cqresearcher