...Sexual Harassment in the Workplace: How to Avoid an Incident Sexual Harassment in the Workplace: How to Avoid an Incident Abstract Human Resource Managers play a large role in making sure that the company they are employed with not only follows all employment laws and regulations, but is also aware of new laws that are being discussed and can keep track of their progress. Human Resource Managers are key in making sure that the correct training, manuals and information is given to all employees so that each employee is well educated on US laws and office procedures as well as to protect the employer from a possible lawsuit. Introduction The work environment is a place that is relatively safe because people know what is allowed and what is not allowed right? Despite the media and vast resources that are available today, instances of harassment and discrimination continue to occur in the workplace. Many truthfully never meant to offend a co-worker and they state that they simply were not aware that they were doing something wrong by making a certain gesture, comment or asking a type of question. Should the responsibility of researching current laws to know what is or is not appropriate in the workplace fall on the shoulders of the employee or the employer? While it is definitely helpful for employees to educate themselves with laws and regulations, it is the responsibility of the employer to make sure that each employee, current and new, is informed and...
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...constructed for themselves and the other focuses on the obligations that society requires of its members. People have reflected on the intentions and consequences of their acts and that is why ethics has developed. The human intuition of what is right or wrong is the essence of ethical behavior. Ethical behavior has evolved in the work place for many reasons such as discrimination, sexual harassment, and conflict of interest. Business Ethics is the behavior that a business adheres to in its daily dealings with the world and how they apply to their one-on-one dealings with a single customer (Conjecture Corporation, 2003-2010). The bottom line of any business is making money but the manner in which businesses carry out themselves for success is what brings up the question of ethical behavior. One thinks of themselves as an individual of good character because of good parenting and attending church every Sunday, but is it enough for good ethical behavior at work? One can be faced with complex dilemmas that are explicitly developed in the work place. Organizations should spend time and money developing guidelines about ethical conduct. Employees should be aware of what is expected of them. A part of human nature is to make wrong decisions throughout ones career. Discrimination is the treatment or consideration of a person or thing based on the group, class, or category to which that person or thing belongs rather than on individual value (Dictionary.com, LLC, 2010). For example...
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...In this paper, Team B will be discussing the issue of sexual harassment in the workplace at Kaiser Permanente. As Kaiser is such an immense organization with an incredibly diverse staff, this is an issue that Team B believes can be improved by developing a training program and implementing it with all staff members. Assessments The first step in this process is to assess the needs of the organization and in what context the training will take place (Noe, Hollenbeck, Gerhart, & Wright, 2007). As Kaiser is an ever-growing corporation, and the customer base is broad, training programs are inevitable. Any program implemented however, will also need the support of the department managers. Sexual harassment is a problem seen worldwide and in every organization big or small. Sexual harassment in the workplace can produce poor employee morale, low productivity, and litigation (Compliance Training Group, 2011). Fortunately, as Kaiser is such a vast corporation, they should be able to find the time and have the budget to execute a training program of this magnitude. The training needs should encompass the following: • Knowledge on state and federal laws, rules, and regulations regarding sexual harassment • Recognizing the forms and types of sexual harassment • What are the employers responsibilities in averting sexual harassment • Define the procedures in plain terms for filing a sexual harassment complaint • Ensuring a safe work environment by...
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...Running head: CASE STUDY: HARASSMENT AT BRADEMORE ELECTRIC Harassment at Brademore Electric Albert Balogun California Baptist University BUS 520A: Managerial Ethics Jim Bishop, PhD June 16, 2010 Harassment at Brademore Electric The purpose of this paper is to analyze briefly key issues involved in sexual harassment in workplaces using a case study titled ‘Harassment at Bradmore Electric’ as the basis of the analysis. Prior to analyzing the case study, a brief definition and description of sexual harassment is deemed necessary. Cases and reported incidence of sexual harassments have become rampant and escalating in workplaces and in educational settings. This phenomenon continues to give increasing concerns to organizations today because of the attendant costs which, in many cases, may be staggering. These costs to organizations could arise from litigation costs to prosecute or defend allegations of harassment, payment of damages that may be awarded against an organization. There exist other less obvious costs that the organization may incur and which may have severe impact on organizational resources and operations. These hidden costs may be in form of employee(s) low morale, labor turnover, decreased productivity and efficiency, and poor public image (Terpstra & Baker, 1986). Sexual harassment can be described as a form of discrimination against women, and sometimes also against men in workplaces...
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...Practices Deter Sexual Harasment at Workplace Ethical Practices Deter Sexual Harasment at Workplace Submitted on: 3th January 2016 Submitted on: 3th January 2016 Chew Yoong Sen MBS 151068 Semester 1, Session 2015/2016 MBSA 1533: Business Ethics, Responsibiliy and Sustainability Lecturer: Dr. Abul Quasem Al-Amin Chew Yoong Sen MBS 151068 Semester 1, Session 2015/2016 MBSA 1533: Business Ethics, Responsibiliy and Sustainability Lecturer: Dr. Abul Quasem Al-Amin Table of Contents Papers Table II Abstract 1 Issue 1 Problem Statement 2 Analysis 3 Recommendation 6 Conclusion 8 References 9 Papers Table No. | Title | Journal Name | Year | Authors | 1 | Sexual Harassment In The Workplace: Selected Court Cases And New Legal Provisions In Malaysia | Asian Social Science | 2015 | Kamal Halili Hassan;Yee Zing Lee | 2 | Ethical Leadership: The Effect On Employees | International Journal Of Business And Management | 2015 | Atiya Alshammari;Naser N. AlmutairiShebaib Fahad Thuwaini | 3 | Sexual Harassment In The Workplace: An Overview Over The International Law And Current Law And Practice In Malaysia | International Journal Of Humanities And Social Science | 2013 | Dr. Muzaffar Syah Mallow | 4 | Impact Of Ethical Leadership On Employee Job Performance | International Journal Of Business And Social Science | 2012 | Shukurat Moronke Bello | 5 | Factors Influencing Sexual Harassment In The ...
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...3 Essay Prevention of sexual harassment in the workplace is a concern in Ontario. It is agreed that sexual harassment is a form of gender discrimination and is recognized as a violation of human rights, however it still exists today. Sexual harassment violates women, lowers their self esteem, and leaves them feeling helpless, and in some cases trapped in a job that they cannot afford to quit, so they endure the harassment. Employers suffer because it creates a hostile work environment, productivity may decline, absenteeism increases and there is a high turnover of staff which can lead to the loss of valuable employees. Although there are laws and Acts that prohibit sexual harassment, it is not easy to stop. Most women attempt to deal with their situations informally instead of taking formal action because they fear reprisals, such as losing their job or being treated unfairly (Hughes & Anderson, 2010). In addition, the inherent inequalities and social conditioning that occurs between men and women plays a major role in the struggle women face within the workplace. Although the government of Ontario have put several initiatives in place to counter-act sexual harassment, it is not certain that any of these initiatives are making a positive impact on the situation. This paper will examine the different initiatives taken to negate sexual harassment against women in the workplace. According to "Women and Work in Canada: Sexual Harassment" the last extensive survey in...
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...Equality for Women in the Workforce The Daily Telegragh, a well-known Australian tabloid, published a twenty one photo gallery on the many hair styles of Julia Gillard on their website. There was no mention of her political prowess or the fact she was the most powerful women in Australia, the focus was squarely on her appearance (News Ltd, 2014). This is just one of the many obstacles women face when striving for equality in the workplace. This paper will explore the disadvantages women face in the workplace, including the gender pay gap, the under representation of women in senior leadership roles and sexual harassment. A plan to address these disadvantages will be outlined and justification of why it will work will be provided. At the outbreak of world war one far fewer women than men participated in work, and they tended to be lower-paid domestic occupations, as the women’s main role was seen to be in the home. The withdrawal of approximately half a million men, most of who had been in the workforce, still did not result in their direct replacement with women. Women’s contribution to the workforce rose, but the increase was in traditional areas of women work, for example in the clothing and footwear industry. Unions were unwilling to let women join the workforce in greater numbers in traditional male roles as they feared it would lead to a lowering of wages (Adam-Smith, 1996). Since the early 1900’s the country has come a long way and developed at a rate faster...
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...the chance for perceptions to develop of favoritism and unfair advantages one party in the relationship has over others is high. This is especially true if the relationship is between a supervisor or manager and a subordinate. People perceive situations differently. As a previous instructor at a technical training school for military recruits I was always told actual reality is not reality…PERCEPTION IS REALITY. In the Organizational Management textbook, Jim Sinegal further discovered that “it is the perception of reality-not reality-that influences behavior”. (p. 104) This leads to one of the biggest problems associated with office romances, which is, the potential for lawsuits. If the relationship ends badly, a law suit for sexual harassment may be filed by either the parties involved or any other employees that feels they have been treated unfairly because of the relationship. In an attempt to mitigate the chances for lawsuits many employers have adopted the use of...
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...Working Paper Series No. 59 Sexual harassment in the workplace: a literature review Carrie Hunt, Marilyn Davidson, Sandra Fielden and Helge Hoel Manchester Business School, University of Manchester Sexual harassment in the workplace: A literature review Carrie Hunt, Marilyn Davidson, Sandra Fielden and Helge Hoel The Centre for Equality and Diversity at Work Manchester Business School, University of Manchester 2 © Equal Opportunities Commission 2007 First published Summer 2007 ISBN 978 1 84206 033 9 EOC WORKING PAPER SERIES The EOC Working Paper Series provides a channel for the dissemination of research carried out by externally commissioned researchers. The views expressed in this report are those of the authors and do not necessarily represent the views of the Commission or other participating organisations. The Commission is publishing the report as a contribution to discussion and debate. Please contact the Research and Resources team for further information about other EOC research reports, or visit our website: Research and Resources Equal Opportunities Commission Arndale House Arndale Centre Manchester M4 3EQ Email: research@eoc.org.uk Telephone: 0161 838 8340 Website: www.eoc.org.uk/research You can download a copy of this report as a PDF from our website, or call our Helpline to order a copy: Website: Email: Helpline: www.eoc.org.uk/research info@eoc.org.uk 0845 601 5901 (calls charged at local rates) ...
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...Working Paper Series No. 59 Sexual harassment in the workplace: a literature review Carrie Hunt, Marilyn Davidson, Sandra Fielden and Helge Hoel Manchester Business School, University of Manchester Sexual harassment in the workplace: A literature review Carrie Hunt, Marilyn Davidson, Sandra Fielden and Helge Hoel The Centre for Equality and Diversity at Work Manchester Business School, University of Manchester 2 © Equal Opportunities Commission 2007 First published Summer 2007 ISBN 978 1 84206 033 9 EOC WORKING PAPER SERIES The EOC Working Paper Series provides a channel for the dissemination of research carried out by externally commissioned researchers. The views expressed in this report are those of the authors and do not necessarily represent the views of the Commission or other participating organisations. The Commission is publishing the report as a contribution to discussion and debate. Please contact the Research and Resources team for further information about other EOC research reports, or visit our website: Research and Resources Equal Opportunities Commission Arndale House Arndale Centre Manchester M4 3EQ Email: research@eoc.org.uk Telephone: 0161 838 8340 Website: www.eoc.org.uk/research You can download a copy of this report as a PDF from our website, or call our Helpline to order a copy: Website: Email: Helpline: www.eoc.org.uk/research info@eoc.org.uk 0845 601 5901 (calls charged at local rates) Interpreting service available for callers...
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...EMC Confronts Harassment Charges Introduction According to a lawsuit that was filed by two women of EMC are alleging sexual comments, company-paid trips, and also the failure to promote women for the same experience, and on the same basis as male employees where discrimination is not happening. While reading it states that women were being paid lower wages and thus may have been creating a hostile and offensive environment for women and thus making it harder for them to work there. It states that the firm has gathered 30 sworn affidavits from women supporting these allegations that the work-place was hostile and discriminatory. Review/Analysis of the Case The answer to question #1- Is in the book it states that sexual harassment is an unwelcome sexual advance, sexual favors, or any other verbal or physical contact that the employee is being put through. In this case according to the complaint that the women filed there were sexual comments, company paid trips to strip clubs and retaliation toward women who complain about the harassment. This is just one form of sexual harassment that goes on in any workplace worldwide. The law that was violated in this case was the unwanted sexual comments. The answer to question #2- Is yes, I think that EMC can continue to sell aggressively, however for them to avoid charges of sexual harassment and sexual discrimination they need to change their policy, and to give training classes on what is sexual harassment and what is not. There...
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...aware of this possibility and have workplace romance policies to protect themselves and the parties in the relationship. Consensual Relationship Agreements (CRAs) are one of the policies that protect the company and the parties involved from the outcome of the relationship ending that could result into sexual harassment claims or bad publicity. There are pros and cons to having these policies and procedures for protection of employers and employees. Consensual Relationship Agreements Case Study Eighty percent of an individual’s life is spent at their place of employment, sometimes even more. Usually they are in the presence of their co-workers at a minimum of 40 hours a week, learning, growing and building relationships. It is a strong possibility that one could turn into a romantic one. Hellriegel and Solcum (2011) stated that Valut.com, an online career center, surveyed 1000 professionals about having a romantic relationship with a co-worker, with the results of 19% would consider having one and 47% had been involved in one. The relationship may start out rosy but circumstances could change the dynamics between the two that could affect their work and the workplace environment. Employers must protect their businesses as well as maintain a productive, comfortable work environment as this “issue is not going away” (Hellriegel & Solcum, 2011). In order to protect themselves from possible claims of sexual harassment, disruptions in employee morale and conflict that...
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...Consensual Relationship Agreements Case Study The Purpose of this project is to examine the Consensual Relationship Agreement Case (CRA) Study. In developing the project concepts will be identified in the areas of organizational behavior models of individual, group, and organizational processes; how ethical decisions are made, and concepts of individual differences, personality traits, and perspectives. According to Hellriegel & Slocum (2011) the characteristics of a Consensual Relationship Agreement is defined as an written agreement in which consenting romantically involved staff members acknowledge their relationship is consensual and voluntary; to avoid actions that others may find offensive in the office; follow the employers workplace rules of conduct to include anti-harassment and anti-discrimination; relationship must not affect work performance and behave professionally; report actual or perceived harassment immediately; and not engage in favoritism. After reviewing a second CRA on the internet, an employer and employee confirms that a sexual or romantic relationship between employees is consensual and voluntary. (Bloomsbury Business Library, 2007) In analyzing the case, Consensual Relationship Agreements, the following categories will be addressed: (1) Argue for the use of Consensual Relationship Agreements in Your current (or future) Workplace; (2) Create a counter argument against the use of CRAs in your current (or future) workplace; (3) Discuss...
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...manufacturers of automotive parts, aircraft, boilers, and appliances. Success has been a trademark of the company until a recent early termination of the vice president in the Sales and Marketing Department. The incident exposed legal issues the Riordan Board of Directors must immediately address to minimize the legal liabilities and ensure these situations never happen again. The legal issues began with the vice president of Sale and Marketing, Jill Baker, who received an employment termination effective immediately after working five years for the company. The company security guard escorted her off the premises. Jill gave documents to Jim Smith, a former Riordan employee who is currently an employee with a competitor. Jill had made sexual advances toward Jim and he decided to blackmail her unless she provided him with Riordan internal documents. Jill Baker is suing Riordan Manufacturing for wrongful termination. Prior to her termination she received an educational assistance payment of 50,000 dollars from the company that paid for her Master’s in Business Administration degree. An internal audit revealed that the several employees in Sales and Marketing Department and the Operations Department have been selling confidential company data to its competitors. The company’s stock price has plummeted and shareholders are threatening to sue. Several customers are also threatening to sue for breach of contract because they believe the company...
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...HR 512 Training Training on Sexual Harassment Carolyn P Garrity November 21th, 2012 Sanjoy Barman Md. Kamrul Ahsan Emon Rafsan Kabir Confederation College Contents Introduction 3 Training Need Analysis 4 Tool Design: 4 Effective use of tools: 4 Survey on Sexual Harassment 5 Report of findings: 7 TRAINING PROPOSAL 12 1. Title of Training Proposal: Avoid Sexual Harassment at Your Workplace. 12 2. Sector: 12 3. Brief Description of Training 12 3.1 Training Objective: 13 Participants will learn: 13 TRAINING DESIGN 14 4. Details of Training Design: 14 4.1Proposed Date and Duration of Training 14 4.2 Course Outline: 15 I. Understand and reinforce the need for sexual harassment training 15 II. Identify and legally define discrimination and harassment 15 III. Prevent harassment and discrimination 15 IV. Understand different gender and cultural communication methods 16 V. Active and respectful communication skills 16 VI. Case study application, course review and examination 16 4.3 Training Output: 17 4.3 Methodology: 17 Return on Investment 18 Target Group 18 Training Costs 19 Training Plan 20 Name and Designation of Officer to be contacted for details: 23 Bibliography 24 Appendix 25 Introduction Training helps the organization to identify the effectiveness of training. It indicates the performance required for the employees to perform the job. Training plays an important role to develop the skills and performance of the...
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