Sexual harassment often takes place when co-workers are sexually attracted to each other. Most commonly it is seen in the workplace but it can even happen in places such as the grocery store. Some people don’t realize they’re actually sexually harassing another person. If they think it’s funny, they might consider it acceptable. Remarks, comments, and gestures can be easily taken offensively.
Sexual harassment in the workplace is a real, widespread issue but is also a broad and ambiguous subject. Many employees and employers do not completely understand what constitutes sexual harassment or even who can be charged with a violation. The Equal Employment Opportunity Commission (EEOC) recognizes two forms of sexual harassment as illegal; quid pro quo (sexual harassment) and hostile environment harassment. Charges can involve harassment of a sexual nature or simply a hostile work environment and therefore, policies and procedures must be put in place and training must be conducted for all employees. All businesses should take precautions to eliminate any chance of sexual harassment to ensure a contented work environment.
Sexual harassment is one of the biggest issues that a business may encounter. When you have different types of people working together, it is important to make an ethical and moral work environment that is safe for everyone. Sexual harassment is a form of discrimination that violates Title VII of the Civil Rights Act of 1964. Sexual harassment is defined by the EEOC, as any unwanted sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature, to another employee, against his or her wishes. These types of advances could not only cost your company money but can also harm your company’s image.
In today’s workplace, sexual harassment is a growing problem. The legal definition of sexual harassment is any unwelcome sexual advance or conduct on the job that creates an intimidating, hostile or offensive working environment. Another definition is the making of unwanted and offensive sexual advances or of sexually offensive remarks or acts, especially by one in a superior or supervisory position. Women and men of all ages, backgrounds, races and experience are harassed on the job. Sexual harassment encountered in workplaces is a hazard across the world that reduces the quality of working life, jeopardizes the well-being of women and men, undermines gender equality and imposes costs on firms and organizations.
There are two types of sexual harassment, which are Quid Pro Quo and Hostile Environment harassment. Quid Pro Quo sexual harassment occurs when an employee gets on the promotion track or even gets to keep his/her job is based on if the employee submitted to or rejected sexul advances or other types of inappropriate sexual comments. Hostile Environment sexual harassment occurs when a co-worker or supervisor in the workplace makes sexual advances or comments to an employer that, while not affecting promotions or the future of the employees job makes the working environment of the employee offensive and hostile. Theres the two sexual harassment types that happen throughout the workplace. There are many laws that protect and prevent sexual harassment in the workplace.
Sexual harassment in the work place is one of the most troubling matters for an employer. If it is left unattended, claims of sexual harassment could place the business at serious risk for costly financial damages and ruined reputations. Employers must open their eyes to the possibility that sexual harassment could happen in their work place and must take all possible steps to prevent its occurrence. In legal terms, sexual harassment is any unwelcome sexual advance or conduct on the job that creates an intimidating, hostile or offensive working environment. Sexual harassment is any offensive conduct related to an employee's gender that a reasonable woman or man should not have to endure.
Sexual harassment arises from unsolicited physical, verbal, and non-verbal behavior of a sexual nature hindering one’s work performance or generating an a... ... middle of paper ... ...nation requires vigilance of both time and personnel to provide awareness, training and zero tolerance policies for effectively eliminating workplace harassment. Take a stand now to help provide a harassment free workplace environment. Works Cited Facts About Sexual Harassment. (2002, June 27). Retrieved November 11, 2011, from U.S.
On the other hand, some employers force their workers to lie on their behalf about illegal actions taken by the employer or workers. While still being a positive it might reveal offenses by workers or the employer. Inspectors also have the right to “Review all books, records and other documents required to be kept pursuant to the provisions of this Law and related decisions, and obtain any copies or extracts there from.” The firm’s document can reveal a lot about its procedures and activities, if documented inspectors can find any criminal activities or undocumented
The issue of sexual harassment in the workplace not only causes the employed parties involved grief and unwanted attention, but also gives the company a bad reputation. The definition of sexual harassment is the, "unwelcome sexual advances, requests for sexual favours, and other verbal or physical conduct of a sexual nature.” (Shaney, 1986) While the most common idea of sexual harassment is that a man makes an unwanted advance towards a woman, the fact is that sexual harassment can go both ways. In fact, once a person’s work begins to be effected by the harassment the company ultimately loses out on production because they have not effectively treated the issue. In order to deal with the issue of sexual harassment, companies have implemented training courses on how to recognize, and respond to sexual advancements in the workplace. Normally before a person begins work, they will be subject to many different classes on sexual harassment, and other work related issues like how to work together.
On more than one occasion, the Plant Manager has met with the HR Manager to discuss what he considered "minor" complaints regarding his behavior toward female employees. The HR Manager would argue that the individual may have perceived it as harassment but it was not. He would always state that he should know what sexual harassment consists of because he is in charge of the branch HR department. Unfortunately, due to the fact that the Plant Manager and the HR Manager were friends, the seriousness of the accusations was not properly addressed and the HR Manager received a "slap on the wrist" each time. There was no formal investigation of the incidents and the complainants were left feeling uneasy and uncomfortable because they still had to deal with the HR Manager on a day to day basis.