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.
Bullies also use other tactics to humiliate their victims, such as rumors to spread lies about them or try to sabotage their work. Discriminatory behavior treats workers very unfair usually on the basis of gender, race, ethnicity, religion, sexual orientation, disability, or age. Discrimination is prohibited by federal and state laws. Unfair actions incorporate retaliation, harassment, denying employment and making decisions that affect people in these categories. Bullying, violence and discrimination often are categorized as workplace harassment.
Through these initiatives, a broad consensus around how this kind of treatment should be defined has been developed: it is usually identified as sex-based or sexual behavior unwelcome to its recipient. The research conducted on its extent and dynamics has confirmed that workplace sexual harassment, although it has male victims, is overwhelmingly directed at women. Moreover, it appears to be more often encountered by those who are in a less-powerful labor market position, including young workers, domestic workers, women in non-traditional jobs, migrant workers and women in the informal sector. It is also apparent that sexual harassment imposes heavy costs on both its victims and their employers.
According to EEOC, "every unwelcome sexual advances or demand for sexual favors, and other verbal sex-related performs when this conduct affects individual's employment and work performance, or creates hostile and offensive work environment" (EEOC,http://www.eeoc.gov/types/sexual_harassment.html, 2005). Therefore, it is a form of sex discrimination that exact violates "Title VII of the Civil Rights Act of 1964." There is two forms of sexual harassment: Quid Pro Quo - request or forcing the personell for sexual favors usually in order to keep the jo... ... middle of paper ... ...n sexual harassments and sexual orientation harassments References: The Complicated World of Same Sex Sexual Harassment (June, 2000). Retrieved April 10, 2005 from http://www.ballardspahr.com/press/article.asp?ID=160 Gender or Sexual Harassment on the Job. Retrieved April 10, 2005 from http://erights4all.com/now/tampanow/harass.htm Equal Employment Opportunity Commission (March 2, 2005).
Harassment of a sexual nature, typically in the workplace or other setting where raising objections or refusing may have negative consequences is considered sexual harassment. In American employment law, it is any unwelcome sexual advance on the job that creates intimidation in the workplace. Sexual harassment is considered a form of illegal discrimination. Unfortunately, the definition of sexual harassment is very controversial; it is truly based on what ones personal opinion is. Typical sexual harassment behavior usually includes unwanted touching of a co-worker, lewd comments, talk about gender superiority, or sexual jokes (Sandler, 1997).
For example, employees may be harassed sexually, by their managers, so that they get promotion. Sexual harassment is one of the ethical issues that face managers and employees alike. If it is perceived in an organization, it can strain the relationship between the organization and the society (Carroll and Buchholtz, 4). My personal view Regarding sexual harassment, I personally think that people need to have a more mature way of dealing with issues of sexuality. We need to go about them more carefully and privately.
They are called the “Quid Pro Quo” and the “Hostile Environment Harassment.” The essence of the Quid Pro Quo theory of sexual harassment occurs when an employee is confronted with sexual demands to keep her job or obtain a promotion. This is a true violation of the Civil Rights Act of 1964, which is also referred to as the Title VII Act. Even though sexual harassment by its very nature is complicated to define, the Equal Employment Opportunity Commission provides a general description of sexual advances. [The several basic varieties of the Quid Pro Quo harassment indicate the unwelcome sexual advances and requests for... ... middle of paper ... ...sex with him. She had bee going on with his sick plan for six months.
It is easier to get harassed under this category due to the fact that women will become vulnerable to men in higher positions to work there way up and/or higher there pay. This type of harassment is seen everywhere everyday. Hostile environment sexual harassment occurs when verbal physical or graphic sexual displays are so pervasive that they interfere with work performance or cause an offensive or intimidating atmosphere in the workplace. This type of harassment is the type that is mentioned early, that women tend to get frightened to act upon. When something verbal physical happens, it is up to the victim to tell he/or she that she is out of line and to please not talk to him/her like that and to please no show her such images.
Sexual harassment is a crippling reality in the work environment. The effects can be ravaging to an organization, to the individual harassed, fellow employees, and the harasser. Sexual harassment is not necessarily about sex, it is certainly about power. When someone at work uses sexual behavior to control you, whether it is behavioral or physical in nature, that is sexual harassment. The exploration of this issue will include a definition of sexual harassment, the intent and behavior of the harasser, the effects sexual harassment has on the harassed, the negative impact sexual harassment has on an organization, procedures and processes of filing a sexual harassment complaint, and management perspective including preventive measures that should be taken.