...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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...Brian jones #097833 Sexual Harassment in the Workplace March 05, 2015 I. My topic of choice Sexual Harassment. I will be outlining different points of sexual harassment within the workplace. a) What is Sexual Harassment? b) The types of Sexual Harassment. c) Employer’s responsibilities. d) Law’s against Sexual Harassment. e) Ways to stop Sexual Harassment. II. What is Sexual Harassment? f) Sexual harassment is uninvited and unwelcome verbal or physical behavior of a sexual nature especially by a person in authority toward a subordinate (as an employee or student) (Webster, 2015). g) It may include advances by women on men, men against men or women against women but typically it’s men against women. III. Types of Sexual Harassment * One type of sexual harassment is Quid Pro Quo. * When a supervisor or a person of authority uses sexual harassment towards other employees to keep their job or for job benefits such as raises or promotions. * One instance of harassment can lead to a quid pro quo claim. If it becomes more than one instance of sexual harassment, it is considered a hostile work environment. * Another type of sexual harassment is hostile work environment. * When the harassment is unwelcomed, based on sex, and is severe enough to create an abusive or offensive environment in the workplace (Reuters, 2014). * This type of sexual harassment can lead to legal...
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...promotion and was denied. Sandra, another employee who started working the same time got the promotion. Janet believes that her breakup with Robert was deciding factor on her not getting the promotion. In this scenario Janet does not have a sexual harassment claim. Although the relationship was inappropriate because it crossed the lines between supervisor and subordinate the relationship was mutual and there weren’t any contingencies. She wasn’t forced into anything and she welcomed the relationship. There was never any fear of reprisal and there was no mention of a negative impact on the workplace. By definition Sexual harassment is a form of sex discrimination that violates Title VII of the Civil Rights Act of 1964. Unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature constitutes sexual harassment when submission to or rejection of this conduct explicitly or implicitly affects an individual's employment, unreasonably interferes with an individual's Repetition of this scenario and others like it can be prevented by implementing step by step procedures for employees to follow when they have become a victim of sexual harassment and company wide training on prevention of sexual harassment in the workplace. Also drafting a policy like the...
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... 1. WHAT IS SEXUAL HARRASSMENT 2. DIFFERENTIATE BETWEEN SEXUAL HARRASSMENT AND BEING COURTEOUS 3. UNDERSTAND THE LAWS THAT DEEM SEXUAL HARRASSMENT A CRIME. WHAT IS SEXUAL HARRASSMENT 1. Webster's Dictionary - uninvited and unwelcome verbal or physical behavior directed at an employee because of his or her sex. 2. Legal Definition - unwelcome sexual advances, requests for sexual favors and other verbal or physical of a sexual nature when - conditions are placed upon a person's career or terms of employment in return for sexual favors. or when promises of career advancement, promotions, and other benefits should the victim give in to the sexual advances. 2. Violation of both state and federal law; illegal under Title VII of the Civil Rights Act of 1964 for employees:" prohibits employment discrimination based on race, sex, color, national origin or religion." WARNING SIGNS: 1. Inappropriate Behavior - Sexual comments or jokes, sexual phone calls, stories, looks/gestures. - Explicit videos, pictures, calendars, screen savers, websites. Unwelcome flirting, insisting on dates. 2. Behaviors Manager/ Coworkers - Hostility between coworkers. lack of friendship amongts coworkers. Complaints regarding the opposite sexes actions. - soldiers who act defensively/ angrily toward the opposite sex. - Avoided glances or murmurs made when the opposite sex walks past them. - Job loss if sexual advances are...
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...Do You Really Understand Sexual Harassment? 1. Only physical acts by one employee against another are considered sexual harassment. a) True b) False 2. Failing to hire or promote someone because he/she will not date you is sexual harassment. (a) True (b) False 3. A victim or target of sexual harassment can go after the alleged harasser's personal assets as well as those of the agency/organization in question. (a) True (b) False 4. Dirty jokes, language and actions of a sexual nature, and asking a coworker repeatedly (after they said no) out for a date may be construed as sexual harassment. (a) True (b) False 5. A company with a sexual harassment prevention policy is protected from accusations and complaints of sexual harassment in the workplace. (a) True (b) False 6. Sexual harassment laws protect only women in the workplace. (a) True (b) False 7. The agency/organization does not have to worry about sexual harassment when it comes to the actions of a sexual nature by non-employees. (a) True (b) False 8. Requests for sexual favors constitute most sexual harassment incidents. (a) True (b) False 9. Most people don't truly understand sexual harassment federal laws and the impact they have on agencies/organizations in the United States. (a) True (b) False 10. Sexual harassment is inevitable regardless of what employers or their employees do to avoid it...
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...Sexual Harassment Sexual harassment is described as “intimidation, bullying or coercion of a sexual nature, or the unwelcomed or inappropriate promise of rewards in exchange of sexual favors” by Wikipedia. Sexual harassment is illegal. The Equal Employment Opportunity Commission states “It is unlawful to harass a person ( an applicant or employee) because of that person’s sex” (Wikipedia). It can include harassment, unwanted sexual advances, asking for sexual favors, and talking or acting in a sexual manner. It can also include making derogatory remarks about a person’s sex. The victims of sexual harassment can be male or female as well as the harasser. The harasser can be anyone that the victim comes in contact with from the highest management position to just the regular hourly worker. Many victims are hesitant in reporting sexual harassment for fear of retaliation. This is my story: I used to work at McDonald’s in Richmond, VA. I started as a crew person and worked myself up to shift manager. A few months after my promotion cooperate sent us a new general manager. I will call him “Joe”. When Joe first started at my store he was all business and no nonsense bur after a couple of months Joe started to change. He became very touchy feely with the female employees. The female employees became the object of sexual innuendos whenever we had to talk to him. He did not care about the age, size or race. He acted like his attitude was that since we were females we were...
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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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...JOB: Draft a performance action plan for a company to follow when providing discipline in response to complaints of sexual harassment. Use the Library or other Web resources if needed. Introduction A performance action plan or Performance improvement plan (PIP) , is a plan conceived by human resource to put in place measures to deal with employees whose accomplishments and behavior are not at par with the company’s paradigm. They provide management with a definite set of rules which can be applied to deal with any form of misconduct within the organization. When dealing with complaints on sexual harassment, a similar procedure is followed to investigate and curb the situation at hand. Sexual harassment is the practice of sex inequity in the workplace which can either take a psychological or physical form. An individual who has been sexually harassed feels afraid and as though their personal space has been violated. Discussion The first step in solving the problem is to define the problem itself. When Human Resource is approached with such a claim, the first step is to take the details of the employee and write down all the situations in which the harassment occurred. The second step is to carry out an investigation. It is the work of management to investigate and find out whether the alleged claims hold water. This is done by taking statements from the parties involved and assessing the giving information. It is the duty of all managers and superiors to take seriously, all...
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...a) Sexual harassment “is intimidation, bullying or coercion of a sexual nature, or the unwelcome or inappropriate promise of rewards in exchange for sexual favors. In most legal contexts sexual harassment is illegal. As defined by EEOC, it is unlawful to harass a person (an applicant or employee) because of that person’s sex. Harassment can include sexual harassment or unwelcome sexual advances, requests for sexual favors and other verbal or physical harassment of a sexual nature”. http://en.wikipedia.org/wiki/sexual_harassment Quid Pro Quo is “most often means a more-or-less equal exchange or substitution of goods or services. English speakers often use the term to mean “a favour for a favour” and the phrases with almost identical meaning include “give and take”, “tit for tat”, “this for that”, and “you scratch my back, and I’ll scratch yours”. http://en.wikipedia.org/wiki/Quid_pro_quo Hostile work environment sexual harassment “refers to a situation where employees in a workplace are subject to a pattern of exposure to unwanted sexual behavior from persons other than an employee’s direct supervisor where supervisors or managers take no steps to discourage or discontinue such behavior. It is distinguished from quid pro quo sexual harassment, where a direct supervisor seeks sexual favors in return for something within the supervisor’s powers, such as threatening to fire someone, or offering them a raise. Quid pro quo has been recognized as actionable for decades...
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...Running head: SEXUAL HARASSMENT Workplace Advances Sexual Harassment in the Workplace Xxxxx xxxxxxxx Indiana University Southeast Abstract This study focuses on sexual harassment in the workplace. Sexual harassment affects people in every position and every field. Sexual harassment is broken into two types and has different levels. Sexual harassment in the workplace is a form of discrimination. Whether the harassers intent is to intimidate the victim into submission to show the harassers power or to persuade the victim to perform sexual favors to protect their job, it is ultimately a power struggle. The victim may experience unwelcomed sexual advances or demeaning abusive behavior producing a hostile work environment. The victim may suffer physical or mental effects of the abuse causing depression or Sexual Harassment Trauma Syndrome. Courts have ruled on both sides of sexual harassment; both in favor of the harasser and the victim. Employers can be found liable if the courts discover there was knowledge of the harassment but the company did nothing to correct the problem. Workplace Advances Sexual Harassment in the Workplace Introduction The subject of this paper is sexual harassment in the workplace. It is focused toward employers and employees to discuss sexual harassment; what sexual harassment is, who does the harassing and how to stop sexual harassment in the workplace. Background A relatively new term but is not a new problem, sexual harassment has...
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...Sexual Harassment and ADA Policies Current Legal Issues of Human Resource Management HRMT650-1602A-01 Instructor: Brett Gordon Krashenda Banks-Smalls To: Elora Jean, Owner From: Krashenda Banks-Smalls, HR Consultant Date: May 9, 2016 Subject: Understanding against the sexual harassment charges and preparation of responses against the charges of EEOC Per our earlier conversation it has been brought to my attention that a sexual harassment charge was recently filed with the Equal Employment Opportunity Commission against Elora Jean & Company by two of our female employees. Both employees’ are employed in one of our nonunion satellite offices, where they have been subjected to several occurrences of unwelcomed sexual advances by one of their male supervisors. Both employees have advised that despite reporting the unwelcomed advances made by the supervisor, no action has been taken in regards to the supervisor and the harassment has continued for 3 more months. Since nothing has been done by the employer in regards to their initial complaint, they were left with no other choice than to think that the company was not going to do anything to rectify the problem so they decided to file a claim with the Equal Employment Opportunity commission about the continued incidences of sexual harassment that have been occurring at the work site. As a company we are required to submit a response to the claim filed by the two employees in regards...
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...Sexual Harassment in the Work Place Metropolitan College of New York Professor Dorter July 31st, 2012 Sexual Harassment occurs quite often and often times the victim is unaware of what to do or is scared to speak up knowing your rights is important. It is key to understand what one should do if faced with this dilemma. Sexual harassment is a form of sex discrimination. The legal definition of sexual harassment is “unwelcome verbal, visual, or physical conduct of a sexual nature that is severe or pervasive and affects working conditions or creates a hostile work environment.” Conduct is not sexual harassment if it is welcome. For this reason, it is important to communicate verbally, in writing, or by your own actions to the harasser that the conduct makes you uncomfortable and that you want it to stop. Many different kinds of conduct—verbal, visual or physical—that is of a sexual nature may be sexual harassment, if the behavior is unwelcome and if it is severe or pervasive. Some examples may include, comments about clothing, personal behavior, or a person’s body; sexual or sex-based jokes; requesting sexual favors or repeatedly asking a person out; sexual innuendoes; telling rumors about a person’s personal or sexual life; threatening a person. Physical conduct may consist of inappropriate touching of a person or a person’s clothing; kissing, hugging, patting, stroking. Looking up and down a person’s body; derogatory gestures or facial expressions of...
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...There are four methods of cerebral lateralization to study the different functionalities of the left and right hemispheres. These methods include the sodium amytal test, the dichotic listening test, and functional brain imaging moreover, the relation between handedness and language lateralization method. In the sodium amytal test, patients’ language abilities are assessed by a neurosurgeon before going into surgery. In the sodium amytal test, sodium amytal is injected into the carotid artery on a side of the neck (Pinel, 2009). The injection anesthetizes the hemisphere on that side for a few minutes, which allows capacities of the other hemisphere to be properly assessed (Pinel, 2009). In the dichotic listening test, "Three pairs of spoken digits are presented through earphones; the digits of each pair are presented simultaneously, one to each ear" (Pinel, 2009). An example of this process may be a subject maybe hearing a particular sequence 3, 9, 2 through one ear and at the same time 1, 6, 4 through the other ear; and then the subject will be asked to report all the digits at the end of the sequence. The test reveals that the left hemispere is the one that most people show dominance in because they hear slightly better in their right ear. In functional brain imaging, while the subject engages in some activity, such as reading, the activity of the brain is monitored by positron emission tomography (PET) or functional magnetic resonance imaging (fMRI) (Pinel, 2009)...
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...Sexual harassment in the workplace is described as actions that are sexually directed and unwanted whether verbal, visual or physical conduct of a sexual nature, which subjects the employee to unpleasant employment conditions or creates an unfriendly work environment. It is a vital concern in many corporations and can occur in a variety of workplace relationships. Sexual harassment can occur between a boss and a subordinate, coworkers, and even non-employees that have business transactions with employees (Mathis & Jackson, 2006). Sexual harassment is described as a form of gender discrimination which is a violation of Title VII of the 1964 Civil Rights Act. Title VII, applies to private and most public employers, labor organizations, employment agencies, and joint employer-union apprenticeship programs with 15 or more employees. The law makes certain employers responsible for preventing and stopping sexual harassment that occurs on the job. Sexual harassment is very widespread and affects women in every workplace setting and at every level of employment. Surveys indicate that almost half of all working women have experienced some form of harassment on the job, a proportion that has not changed since the issue gained visibility in the early 1980s (Heathfield, 2009). No occupation is immune from sexual harassment, but the incidence of harassment is higher in workplaces that have traditionally excluded women, including both blue collar jobs like mining and white collar...
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...Human Resource and Sexual Harassment HUMAN RESOURCE AND SEXUAL HARASSMENT 2 Human Resource and Sexual Harassment Sexual harassment is an invasion of mind, body, and soul that is quickly becoming a growing concern in the workplace. The victims of sexual harassment, in more cases than not, suffer from mental, emotional, and physiological damage, leaving a since of insecurity and fear lingering within the victims. When harassment of this nature occurs, it is a personal choice for someone to report it, or not to report it to their supervisors. When it is reported within a company, it is handled through human resource workers; who then have to decipher what kind of harassment occurred, and what actions need to take place concerning the harasser. According to the EEOC (Equal Employment Opportunity Commission) between the years of 2000 to 2011, reports of sexual harassment filed fluctuated from 16,726 in 2000, to 12,571 in 2011(EEOC & FEAP,2013). The numbers of the reports have gone up, and down through the years, but that does not indicate that the number of sexual harassment assaults have done the same. It only shows the number of reports that have actually been filed by an individual. These forms of sexual harassment come in...
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