...For my presentation, I started off by defining what sexual harassment meant to me. In my opinion sexual harassment can be defined as a verbal or physical act/behavior upon a person typically in a sexual nature towards a person who is looked at as the “inferior”. Sexual harassment or any form of harassment is usually between a male and female. In many cases, the male is usually the superior to the female. Sexual harassment of female nurses is an on-going issue in the world. The goal of my video is to inform people about this issue by discussing statistics and information from scholarly sources, news articles and short videos from You-tube. A big question of my presentation was, “who are nurses being harassed by?” According to some of the scholarly articles that I have read and two bar graph of statistics, registered and student nurses were being harassed by physicians, patients, male nurses and other staff members at their work place. Of all other abuses, Physical abuse was rated the highest in percentage. Patients were more likely to be...
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...I would like to select the organizational communication topic of sexual harassment. I believe this is an important topic that needs to be discussed in the workplace. Not only does the employee need to be protected but all companies need to protect themselves. (The U.S. Equal Opportunity Commission, 2013) The following topics need to be discussed and the company policies need to be put into place to protect all parties: (Global Compliance , 2013) 1. Does your company offer adequate training on the subject of sexual harassment? 2. Is your company incorporate the best practices and are they compliant with the applicable laws? 3. Does your company offer regular harassment prevention training to employees? 4. Does your company offer refresher training if they are not doing full yearly training? 5. Does your training cover all forms of harassment not just sexual in nature? 6. Is your training content developed by qualified professionals who know the current laws? 7. Do your employees understand the concept of protected classes? 8. Do your employees understand the term “hostile work environment”? 9. Do your employees understand the concept of “quid pro quo harassment”? 10. Do your employees know what retaliation is and how they are protected? 11. Do your employees know who to contact or who to report allegations of harassment to? 12. Are your employees familiar with how allegations are handled within your company? I will address the...
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...Employment Law and Discrimination: Sexual Harassment Maria Cullooyah LAW/531 – Business Law January 11, 2015 Aaron Kemp Introduction Although there are several types of discrimination, sexual harassment has become a serious issue, not only in the workplace but everywhere near and far. Sexual harassment affects not only the victim, but the defendant and colleagues. This type of law suit is a violation of both state and federal law. According to federal law sexual harassment violates Title VII of the Civil Rights Act of 1964. The Title VII law holds employers liable when there are inappropriate sexual advances in the workplace. In the video presented, there will be an analyzation of a case involving sexual harassment. Elements will be identified, applicable defenses, judge’s ruling, if there are any potential civil liabilities and a different case scenario will be addressed. Cause of action In this case, two employees who work for a computer company GHI-Soft. The Plaintiff, Mr. Silverstein, alleges that his co-worker Ms. Shaw is guilty for sexual harassment. Mr. Silverstein claims Ms. Shaw placed a sexual explicit screen saver on his computer at the same time he was up for a promotion. Due to his supervisor seeing this screen saver, he also claims this was the basis for him not being chosen for the promotion. After talking with Ms. Shaw, she claims that a solid friendship over the duration of employment had been formed or so she thought and Mr. Silverstein had never...
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...organization, or institute for which they work holds high standards when it comes to their business practices and the selection of those who they trust to represent them in the public’s eyes. Additionally, they must be professional with each other as the employer could potentially face charges in the eyes of the law that could lead to the organization closing down thereby resulting in all of the employees losing their jobs. The prevention of harassment, specifically sexual harassment, is the main goal of all supervisors. The Equal Employment Opportunity Commission (EEOC) defines sexual harassment as unwelcomed sexual advancements, requests for sexual favors, and verbal and physical conducts where refusal of the previously mentioned behaviors would affect one’s employment, one’s job performance, or creates an uncomfortable or hostile environment in which the employee cannot function to their full potential (Cascio, p. 97). Simply put, it means that employers cannot allow unwelcomed behaviors. An organizations failure to prevent or address sexual harassment will lead them to being fined by the EEOC. Those fines can place a huge dent in the bank account of the organization that can lead to its financial collapse and the employees losing their jobs. If the organization is still operating after paying the fine, their public image can be tarnished leading to the decrease in employee applications (as they would think the organization fosters hostile work environments) and...
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...discrimination issues ASAP. This essay will analysis a scenario with an application of the elements of this cause of action and then move to the available defenses to the employee and employer while analyzing the potential civil liability of each possible party-defendant. Analyze each of the elements of this cause of action, the applicable defenses, and the basis for the Judge's ruling. As a result, the sufficiency of articulating a cause of action become crucial, especially when claims involving torts of cheating, deception, and trickery (Marino, 2005). Sex discrimination in the workplace presents one of the most significant problems for women in the twentieth century (McDonald, 1993). In this case, a male felt like he was getting sexual harass. The cause of action in the scenario was; the Plaintiff felt like he did not get a promotion due to the Defendant sending sexual videos to his email. The Plaintiff assumed that his boss saw the sexual email when his boss walked passed his cubicle. The Plaintiff did not have any evidence that his boss saw the video nor that the video was the cause of the Plaintiff not getting the promotion. In the workplace were the Plaintiff and the Defendant work sexual harassment and sexual jokes was the norm with their team. The Plaintiff only took the defendant to court because he thought the defendant caused him a promotion. The Plaintiff admits that he participate in the sexual harassment in the workplace. The Defendant defense was only getting...
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...situation Issues can arise in every organization where the HR team must react and make very important decisions taking in consideration the long term place of the organization. In this exercise we encounter with this. When an organization needs to lay off people, there is no perfect way for doing it. Every turn that the organization takes, will lead to a possible scenario where the organization will need to deal with litigation process and this case presents it clearly. The company has five possible people that because of the elimination of the online distribution department must be analyze and if there is no other place in the organization for them, they must be let go. In all of the scenarios there is a possible discrimination charge by the employee against the organization, so it must be handled in a certain matter, minimizing the damage to the organization. The decision The players are selected, and the HR department must analyze the outcomes each one of them brings to the table. The first employee is gay, and has been having problems with a fellow employee, which will bring a discrimination conflict about sexual orientation. The organization must be very careful because this is an easy case against the organization. The second employee is considered a good employee but since he has been diagnosed with a disease that it can be proven it was obtained because of the long hours spent working in a project, the organization must be very careful with how they handle the situation...
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...over 1,000 workers in the United Kingdom of which 66% claimed to have participated in workplace romances (Easen, 2004), of which some have become long term relationships and even marriages. While there are many who, in attempts to keep their professional and private lives separate, choose to keep their relationships a secret from others in the workplace, in the event the relationship is revealed the couple may be asked to sign documentation stating they are dating. This voluntary contract is legal documentation in which both parties agree that the relationship is both voluntary and consensual. This documentation protects the company from being sued by either party in the event that the relationship ends or otherwise goes bad. In sexual harassment cases where an employee has tried to claim that the relationship...
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...Year-end Symposium: Anti-Sexual Harassment Act “We ourselves are required to discover the human remedies for human maladies, to eradicate these shortfalls in human rights.” These were the words of Justice Shri S. Rajendra Babu of New Delhi, as quoted by Dr. Perla B. Estrella, Center of Human Rights Education (CHRE) Coordinator, in a symposium regarding “Anti-Sexual Harassment Act: Nature and Prevention, [R.A. 7877]” held at BPSU Dinalupihan Campus, on December 12, 2011, Monday, attended by the university administrators, members of the faculty, non-teaching personnel, and privileged members of the student publication. The program started at around 01:20 in the afternoon with an opening prayer, singing of the Philippine National Anthem, and BPSU Hymn, all in a multi-media presentation respectively. The Master of Ceremonies, Mrs. Candida S. Punla, read the “Panata Sa Karapatang Pantao” in connection with theme. Dr. Estrella formally welcomed the participants in her opening remarks, including the two resource speakers from the BPSU Main Campus, Mrs. Magdalena A. Abella and Ms. Arlene I. Pascual. According to her [Dr. Estrella], she was happy because the symposium was initially postponed in the advent of the Preparation for the University’s Accreditation. “Why am I happy? It is because incidentally, this symposium coincides with the celebration of the Declaration of the Universal Rights (Human Rights Day) being held in all countries every December 10.” In the...
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...and sometimes Pakistan, Bangladesh and Nepal for public sexual harassment, street harassment or molestation of women by men, with Eve being a reference to the biblical Eve. Considered a problem related to delinquency in youth it is a form of sexual aggression that ranges in severity from sexually suggestive remarks, brushing in public places, catcalls, to outright groping. Sometimes it is referred to with a coy suggestion of innocent fun, making it appear innocuous with no resulting liability on the part of the perpetrator. Many feminists and voluntary organizations have suggested that the expression be replaced by a more appropriate term. According to them, considering the semantic roots of the term in Indian English, eve-teasing refers to the temptress nature of Eve, placing responsibility on the woman as a tease, as though the aggressive response of the males was normal rather than criminal. Eve-teasing has been a notoriously difficult crime to prove, as perpetrators often devise ingenious ways to attack women, even though many feminist writers term it as "little rapes” and usually occur in public places, streets, and public transport. Some guidebooks to the region warn female tourists that eve teasing may be avoided by wearing conservative clothing, though eve teasing is reported both by Indian women and by conservatively-dressed foreign women. MEANING :- Eve teasing is a euphemism used in India for sexual harassment or molestation of women by men. Considered a growing problem...
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...Sexual Harassment Deborah C Gilliam 06/22/2014 MGMT402 -1403A-02 Jonathan McGovern Sexual Harassment In the United States they have many laws that protect individuals from different types of harm, including regulations that protect individuals from sexual harassment. These regulations describe, sexual harassment, which consist of behaviors as sharing explicit jokes, and official papers, incongruously touching and individual and basing decisions on the serenity of sexual request. Sexual harassment regulation in the United States gives equal protection and remedy to males and females. These regulations also apply to events where sexually incongruous behavior occurs amongst the members of the same sex. The United States has a body of guidelines recognized as the Unlawful Workplace Harassment Policy. These guidelines proscribe state personnel from making sexual remarks that generate an intimidating work atmosphere, demanding sexual nepotisms as a work condition or making undesirable sexual advances. This strategy gives a worker 30 days succeeding an occurrence to file a grievance with her company. A company who accepts such a grievance must respond within sixty days. If a target of sexual harassment is not gratified with the deed taken by her company, he/she has thirty days to petition to the Office of Administrative Hearings and the State Personnel Commission (M, 2011). A member of staff who is sexually harassed may also file a grievance with the Equal Employment...
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...Sexual Harassment at workplaces Introduction Cases of sexual harassment at the places of work have been on the rise especially over the recent past. Sexual harassment is one of the most exploitive behaviors where power has been misused to victimize others at the places of work by those who hold superior positions in organizations (Shrier, 1996). Sexual harassment can occur to both men and women but more often than not, women are the victims. According to Boland (2002), a research conducted in the 1970s revealed that approximately one out of every two women would become a victim of sexual harassment at her place of work. The vice makes one feel disrespected, humiliated, or offended. Forms of sexual Harassment Such conduct is either expressed implicitly or explicitly, a term or condition to one’s employment. Rejection of such conditions by the victim may be used as the basis for employment decision affecting him or her. The purpose of such behavior could also be aimed at creating a hostile and intimidating work environment for the victim (Achampong, 1999). Sexual harassment can be of quid pro quo i.e. something for something or ‘a hostile environment’ in nature. In both cases, the conduct is unwelcome. In most cases the quid pro quo involves a senior person who has power to make decisions on an employee, depending on whether he or she submits to their sexual demands. On the other hand, a hostile environment is established when the working environment is offensive and intimidating...
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...SEXUAL HARASSMENT Abstract Sexual harassment includes a range of actions from mild transgressions to sexual abuse or sexual assault. Sexual harassment is a form of illegal employment discrimination in many countries, and is a form of abuse (sexual and psychological) and bullying. For many businesses and other organizations, preventing sexual harassment, and defending employees from sexual harassment charges, have become key goals of legal decision-making. Many men and women around the world believe that sexual harassment is a practice based on simple sexual attraction. It is often seen as an expression of male interest and a form of flattering sexual attention for women – a sometimes vulgar but essentially harmless romantic game, well within the range of normal, acceptable behavior between men and women. What is Sexual Harassment? Sexual harassment includes unwelcome sexual advances, requests for sexual favors, and other verbal or physical harassment of a sexual nature in the workplace or learning environment, according to the Equal Employment Opportunity Commission (EEOC). Sexual harassment does not always have to be specifically about sexual behavior or directed at a specific person. For example, negative comments about women as a group may be a form of sexual harassment. Sexual harassment interferes with your performance by threatening your job security or becoming an obstacle to effective work. Although sexual harassment laws do not usually cover teasing or offhand...
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...Decide A. The Case Facts Virginia Pollard was transferred to guard the film equipment in the main warehouse behind the storefront due to her high call volume of personal calls while at work. In her new position she experienced various harassments while at work from her fellow employees working in the warehouse. The harassments included filling the guard shack with trash, backing in a forklift up to the door and making it backfire in her ear, tapping her drawers shut, filling the guard shack with trash and locking her out of the guard shack where she sat in to watch the inventory. Virginia was also the recipient of sexual harassment when a delivery driver sat in her chair and she attempted to push him out he bent her over and spanked her. Steve King, Virginia’s supervisor rarely enforced Teddy’s rules against smoking, horseplay, foul language, and sexual harassment. It is also noted that Steve King also indulged in such behaviors along with the other staff. Teddy’s has a sexual harassment policy that can be exercised by reporting or filing a complaint to a superior such as a supervisor or reporting it anonymously through the website that has been setup by the company. Virginia Pollard signed a copy of the sexual harassment policy that Teddy’s supplies, but she did not file a complaint with a superior or through the website anonymously. During her NJ Human Rights Commission Hearing she claims that the website was not working at the time she attempted to do so....
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...Pollard Case The reason why I write this memo is to respond to your request for the facts regarding to the alleged sexual harassment of Virginia Pollard case and the possible liability that Teddy’s Supplies could be facing. Moreover, I strongly believe that you should know specifically which liabilities you are exposed to, the likelihood of being found liable, and the worst case damages that could be given to Ms. Pollard. She would argue that there was a violation of Title VII of the Civil Rights Act of 1964, which forbids sexual discrimination in the workplace, which may lead her to state that your workplace is a hostile environment. This is defined as discrimination in the form of foul physical and verbal conduct which is related to her constitutionally protected classification. To support this position, Pollard will raise the case Faragaher v. City of Boca Raton in which the court can find out that Teddy’s Supplies will be liable for the conduct of its employees. Mr. Steve King, your new warehouse supervisor, did create such a hostile work environment around Pollard which included elements of sexual harassment. This would include any pranks in which she was the victim in the warehouse and sign posted on a truck that read “Hardhat required/bra optional”. Steve King created an environment where Pollard could be uncomfortable. The Teddy’s Supplies sexual harassment policy, which stated...
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...Human Resource Management, | Group Work – Assignment #1 | Semester: Fall 2015/2016 | | Outsourcing and its presence in the business community in relation to human resource. What is outsourcing? Outsourcing is a business strategy that involves delegating parts of the work to workers, suppliers, or contractors that operate outside of the business. The primary goal of using this type of business strategy is to save money and be more cost effective. Common uses of this are when the business acquires goods from a supplier outside of the business, or utilizes services from experts or specialists that are otherwise unaffiliated with the primary business. Having these arrangements will allow a business to have access to supplies or skills that cannot be directly provided within their organization. What types of HR functions are generally outsourced? As global technology improves and advances, the use and effectiveness of outsourcing increases. Creative work is commonly handled by outside professionals. This could include such projects as website design, store layout, store interior design, brand packaging, and logos. Another function commonly outsourced is customer support. Either over telephones or the internet, companies can redirect their customers to customer support helplines that may not be in the same city, or sometimes even the same country. Two different, but functionally similar, tasks that are commonly outsourced are accounting and legal services. Both...
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