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Sexual Harassment involves the violation of Title VII on the basis of sex. Employees can claim sexual harassment if they have been discriminated against because of sex by anyone they work with. Sexual Harassment can have potential risks on businesses and it can lead to liabilities. Charges involving sexual harassment can cause potential financial damages that may be hard to retain. It can also cause loss of reputation and valuable shareholders.

Under Title VII, it is illegal to discriminate against a man or a woman because of refusal of sexual advances, or creating a hostile environment due to sexual advances. Quid Pro Quo involves retaliating to the refusal of sexual advisement from someone by denying them of job specific rights such as a promotion or a raise. Hostile environment harassment is when sexual abuse is frequent, physically threatening and it interferes with an employee’s work performance.

Furthermore, according to the Faragher and Ellerth standard, if an employee is harassed by a supervisor and it leads to a tangible outcome, the employer is strictly liable. The employee must also show that the employer did not exercise reasonable care to prevent the harassment.

Employers need to take special precaution when dealing with their employees. They have the duty of care to limit any form of harassment that may be damaging to the company. To reduce the risk of sexual harassment, employers should have a policy that outlines its view of sexual harassment. This policy needs to be disseminated to all employees, yearly. Also, all supervisors should receive proper training about discrimination based on sex and its consequences. Employees should immediately follow the proper procedure when a case of sexual harassment has been rep...

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... occur within the scope of the employment.

To reduce this risk, businesses must follow adequate procedures during its hiring process. They must perform background checks and get recommendation from previous employers. A background check is one of the most important hiring processes that can eliminate potentially lethal employees. Employee recommendation is another aspect during the hiring process that can help reduce negligent hiring. Recommendation gives an overview of the person’s previous employments and it can help predict if they are suitable for the job.

When managers know the implications of negligence in hiring, they can take the right steps in ensuring that the safety of their employees and others is first priority. Employers are legally obliged to protect their employees and other people from harm by exercising the utmost care during its hiring process.