For example if the victim is up for some kind of promotion but the victim doesn’t take it because of the work envoirment. Situations like this can cause a person to become stressful. So it is always best to report the incident when it happens. You can report the incident with a manager, boss, or work superior. Sexual harassment is punishable by law.
The level of hurt that can come from ignoring a sexual assault and that it actually happened can affect someone negatively. It can even get them to thinking bad about themselves and it can turn to the worse fast. There were many flaw’s/fallacies that were committed pertaining to these sexual assaults on campus. • Belief Perseverance: One example can be based upon the actual number of false reports being lower then what we would think, yet the University’s continues to blame and prosecute too many innocent people rather than believing them. • Overconfidence Phenomenon: The film featured Universities claiming they protect their students and their number one priority is their safety, yet when students were reporting their sexual assaults they were blamed and the types of questions were cruel.
This type of harassment is done when the workplace is full of discriminatory intimidation, ridicule, and insult. It can make people feel very uncomfortable and is often less easy to recognize. This is where the law gets tricky. If the victim does not perceive the environment to be hostile,... ... middle of paper ... ...s. Companies need to take a stand and not only create a sexual harassment policy, but continually enforce it. This will not only save their reputation, but save them money by reducing the risk of a lawsuit.
Typical sexual harassment behavior usually includes unwanted touching of a co-worker, lewd comments, talk about gender superiority, or sexual jokes (Sandler, 1997). Sexual harassment is any sexual advance or conduct on the job that is unwanted. It can happen to men and women, gay or straight. Unsolicited sexual advances, requests for sexual favors, or other conduct of a sexual nature directed toward an individual are considered to be sexual harassment. Occasional comments like "Hey, baby" or "honey" will not likely be considered sexual harassment without more offensive or more frequent episodes.
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.
But that is a broad definition and can be quite confusing to many employers. Besides physical it can also be verbal or written communication and can be between people of different genders or of the same-sex (Ferrell, Fraedrich & Ferrell, 2011). The law is concerned with the conduct and not the sex of the people involved or the presence or absence of sexual desire (Bohlander & Snell, 2010). Additionally, other forms of sexual harassment are unwanted sexual advances such as touching or groping and/or repeated degrading or sexist remarks that are directed... ... middle of paper ... ... 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.
¨ Unlawful sexual harassment may occur without economic injury to or discharge of the victim. The harasser’s conduct must be unwelcome. It is becoming increasingly rare to find the traditional “quid pro quo” claim of sexual harassment. The current trend is that of a “hostile work environment” which can be much more difficult for the employer to address. The EEOC considers the following factors in determining whether or not an environment is sexually hostile: Whether the conduct was verbal or physical or both How frequently it was repeated Whether the conduct was hostile or patently offensive Whether the alleged harasser was a co-worker or supervisor Whether others joined in perpetrating the harassment, and whether the harassment was directed at more than one individual.
Sexual assault is in most cases portrayed from a point of view of a larger male taking control of or afflicting nonconsensual acts upon a female. “National prevalence rates of women’s college sexual assault victimization have ranged from 28.5% (Krebs, Lindquist, Warner, Fisher, & Martin, 2009) to as high as 54% (Koss, Gidycz, & Wisniewski, 1987), and h... ... middle of paper ... ...ends not to deal with the matter in ways that law enforcement would if the crime was committed off campus grounds. Universities can receive many complaints and accusations of sexual assault presented on their campus with students enrolled at that university, however, choose to protect the reputation of the college than of the student. Within sexual assault, many tests and presented viable evidence are required to prove or verify the crime was truly committed. Many situations on larger, well known universities revolving sexual assault with student athletes, colleges may post pone trials or discontinue questioning in order to preserve student athlete’s eligibility to attend the university and represent the university’s athletic program.
However, it is the sexual nature of the prohibited conduct which makes this form of sex discrimination sexual harassment" (EEOC Compliance Manual). The two types of sexual harassment recognized today are known as "quid pro quo" and "hostile environment". According to the EEOC guidelines, quid pro quo exists when "submission to or rejection of (unwelcome sexual) conduct by an individual is used as the basis for employment decisions affecting such individual". Hostile environment exists when unwelcome sexual conduct greatly disturbs an individual and interferes with the individual's job performance. Hostile environment also creates an intimidating workplace for all employees.
However, all inappropriate language with a sexual overtone is also sexual harassment. Verbal comments such as sexual jokes and indecent comments reported or not, is sexual harassment. Experts define sexual harassment as any behavior that is unwanted and found offensive (LeMoncheck 45). This includes verbal conduct as well as physical conduct. However, many authorities do not take this definition into account when a harassment case has been reported.