Leskinen, E., Cortina, L., & Kabat, D. (2011) Gender Harassment: Broadening Our Understanding of Sex-Based Harassment at Work. Journal of Law & Human Behavior. Vol. 35 Issue 1, p.25-39. McDonald, P. (2012) Workplace Sexual Harassment 30 Years on: A review of the literature.
8. Give the main legal reason why every company should have a valid written policy against sexual harassment (besides the fact it is the "right" thing to do.) 1. Define sexual harassment as the term is used legally. According to legal dictionary (2013), sexual harassment refers to any form of unwelcome sexual behavior or advances, appeals for sexual errands, and other form of physical or verbal conduct or behavior that portrays sex nature and tends to make the working environment offensive or hostile.
Emerging from the literature on sexual harassment prevention are three key steps that employers can take to counter sexual harassment (Kimble-Ellis 1998; "Protecting Employees" 1998): 1. Develop a strong company policy that specifies in writing outlawed behaviors and penalties for their demonstration 2. Establish grievance procedures for reporting, processing, and resolving complaints 3. Provide sexual harassment training for supervisors, managers, and workers that explains what sexual harassment means and how it can be recognized, confronted, and averted. Strong Company Policy Although a number of large companies have already established policies governing sexual harassment, effective compliance with the Supreme Court's rulings on sexual harassment requires that all companies, as well as schools that receive federal funds, establish sexual harassment policies that they put in writing, disseminate, and enforce (Barrier 1998).
There are only suggestions that might help in depleting the problem. Developing an effective policy against sexual haras... ... middle of paper ... ... McGraw-Hill, 1998. Mcafee, R. Bruce. ?Workplace Harassment: employees vs. customers.?
Investigating workplace harassment and discrimination. Employee Relations Law Journal, 29(4), 55-66. Zugelder, M. T., Champagne, P. J., & Maurer, S. D. (2006, June). An affirmative defense to sexual harassment by managers and supervisors: Analyzing employer liability and protecting employee rights in the united states. Employee Responsibilities and Rights Journal, 18(2), 111-122. http://dx.doi.org/10.1007/s10672-006-9008-9
Retrieved from http://search.proquest.com/docview/199612169?accountid=15070 Smolensky, E., & Kleiner, B. H. (2003). How to prevent sexual harassment in the workplace. Equal Opportunities International, 22(2), 59-66. Retrieved from http://search.proquest.com/docview/199568026?accountid=15070
Sexual harassment is a real problem but can also be used by disgruntled employees who wish to retaliate against an employer or fellow employee for a perceived wrong. Therefore, good investigation practices must be put in place. Because of the ambiguous nature of sexual harassment and hostile working environment harassment, employers need to take precautions even if this means tolerating no harassment of any kind to ensure compliance with the law. Works Cited Bohlander, G., & Snell, S. (2010). Managing Human Resources (pp.
Crackdown on sexual harassment. CQ Researcher, 6, 625-648. Retrieved from http://library.cqpress.com/cqresearcher/ 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 Us justice department sues lee county over discrimination accusations.
The main purpose of this memo is to introduce the company’s sexual harassment policy. This memo will define sexual harassment, DEFINTION OF SEXUAL HARASSMENT: Sexual Harassment is a prohibited conduct of inappropriate behavior in which an individual makes unwelcome sexual favors, requests, or any other form of verbal or physical acts in a sexual nature in which it creates a hostile environment to work in. any form of harassment that hinders or interferes with an employee’s work should be taken seriously and will not be tolerated. Sexual Harassment can occur and affects in the scope of any line of position. This includes: supervisors, managers, and all employees of MedTech Software Company.
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.