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.
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.
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).
The victim and harasser in this type of discrimination can be of either sex or of the same sex during the occurrence of the incident. Sexual harassment is unlawful when it happens frequently or severely though the law does not forbid simple teasing, secluded incidents, and casual comments. For such actions to constitute sexual harassment they must take place more often and severely to an extent t... ... middle of paper ... ...ployers should also take necessary steps to ensure that workplace policies and practices create a safe and secure environment for all workers. The need for employers to create such environment through effective policies and practices is fueled by their liability for harassment committed by a supervisor or manager in the company. In conclusion, sexual harassment in a workplace is a major problem in the modern working environment with significant impacts on organizational productivity, employee morale, and employee satisfaction.
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.
Sexual harassment was defined by The Equal Employment Opportunity Commission (EEOC) as unwelcome advances and requests for sexual behavior or conditional requests such as a person’s employment will continue if they perform these acts. (Gale Group, 2003). This definition left me thinking and believing that unwanted sexual advances and inappropriate behavior existed long before it was termed “sexual harassment” and was recognized by law as an offensive act. When we truly look back at history we can say that the female slaves and domestic servants endured unwanted sexual advances, exploitation and pressure day in and day out. They were belittled by their masters/employers and they were made to perform sexual favors in order to survive .
In fact, not only will termination be a must but further action may need to be taken. All forms of harassment are bad and should never go overlooked, but sexual harassment is something that would need to be handled quickly, so that everyone in the workplace feels comfortable. According to an article written by Woodard, “Sexual harassment is defined as the unwanted physical, verbal, or written conduct that is sexual in nature, including inappropriate physical contact, sexual or lewd comments, or inappropriate behavior” (2010). Depending on what the employers felt was the right approach, sexual harassment may need to be also punished through the police. There are laws that were put in place to protect employees in the workplace against sexual harassment.
This may also go for any witnesses to bullying as they may too fear for any consequences. This is why it is important... ... middle of paper ... ...r not. A diary of all incidents can be kept. This should have the dates and times and what actually happened or what was said in it. Overall, it is clear to see that it is important for employers to take any complaint of bullying very seriously.
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).
There are two major forms of sexual harassment encountered by women at the workplace. The first form, known as quid pro quo , involves seeking sexual favors or making advances in exchange for promotions or increments. However, in such cases, a negative answer will not only guarantee no promotion, it might act as a catalyst in dismissal or similar consequences. The other form of harassment involves creating a hostile work environment for the female target , making it unsafe to work there without compromising on one’s dignity. Prior to 1997, women who experienced sexual harassment at the workplace were required to register a complaint under Section 354 of the Indian Penal Code, and Section 509 (Using a word or gesture intended to insult the modesty of a woman).