...them all. All the credit should go at first to our honorable faculty M.Hmidul Haque We found complete support throughout our survey from her by giving us direction, guidance, providing sample articles, report & so on. We disturbed him a lot by asking so many questions & visiting frequently on his office hours but he never felt bored even never became disturbed. Our sincere gratitude & heartiest thank goes to all the respondents of different positions, institutions and people of different age groups. We would like to thank all the respondents of AIUB, garment workers of Neat Fashion wear, and ALIC Insurance Company etc. For the secondary data collection, we are very much grateful to the websites related with the topic As an academic requirement of Business communication Subject, we have to make this report. We worked on a very common but complicated & huge issue which is working women in family and its positive and negative sides. At first it was mere an academic requirement to us, but when we started to work through the guideline we acquired so many practical knowledge, courage, interest & sometimes fallen into deep thoughts. It is a great pleasure for us that we could work properly & gathered different ideas, research methodologies and so on. It was a great opportunity for us to know the real condition in this case. Moreover, we learned how to research and make...
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...Beetta Cottrell Sexual Harassment Sexual harassment: is intimidation, victimization or oppression of a sexual nature, or the uninvited or unsuitable promise of rewards in substitute for sexual favors.[1] In most contemporary legal circumstances 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 sex. Discrimination: Discrimination refers to bias in the exercise of authorized actions on behalf of the employer, such as hiring, firing, lacking to endorse, adverse job assignment, important change in compensation or benefits, or certified disciplinary action. Harassment: Harassment refers to bias that is voiced or conversed through interactive relations in the workplace. It concentrations on circumstances in which the social atmosphere of the workplace becomes intolerable because the harassment (whether verbal, physical, or visual) corresponds an distasteful message to the harassed employee. Quid pro quo sexual harassment: sexual harassment in which the pleasure of sexual demands is made the condition of job benefits or persistent employment or is used as the basis for employment choices concerning the individual. An example of this form of sexual harassment transpires if a teacher or any school employee specifies that your grade, or involvement...
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...Harassment and Discrimination BUS:311 Business Law I Instructor: Marla Muse 9/26/2013 Many of us who are a part of the workforce wake up every day and think about what needs to be accomplished at work today? Work can be frustrating and sometimes enjoyable, at no point should an individual feel that their security is in jeopardy or also that they are being verbally attacked because of their gender, race, or age. With providing facts this will prove that there the law protects the working force from harassment and discrimination in the workplace. Most of us who have jobs realize that there are times where either harassment or discrimination takes place. Even in today’s modern world these situations still presents itself. The focus of my argument is to show that these acts do not go unseen or unheard from a legal standpoint. Harassment and discrimination is highly illegal and very unethical within the workplace or any business. There are laws out there that protect individuals who are subjected to this type of behavior, so much so that companies spend a vast amount of time and money trying to educate employees about harassment and discrimination. My stance on this topic is very clear, these acts should not occur and the law is fair in the consequences that follow when a business is involved in a harassment or discrimination act. I understand that every company cannot speak for each employee; however there should be policies and procedures that are addressed. At no time...
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...“Life is 10% what happens to you and 90% how you react to it” - Charles R Swindoll. This quote explains how going to Central, and dealing with her harassment is only 10% of Melba’s life, and the other 90% is how she acts and reacts towards her harassment. In the book Warriors Don't Cry by Melba Pattillo Beals, Melba is the bravest character because she puts up with all her bullies and the segregationist at school, she is brave enough to go to Central High School every day even though she knows she is going to get bullied, and she puts up with the disproving statements of her neighbors. Even though Melba knows that she is going to get bullied every single day of school, she still chooses to go to Central High School. Melba goes to Central knowing she is going to get kicked, tripped, pushed down stairs, called mean names and sprayed ink on her clothes. The main goal is to try to get Melba to leave Central High and never think of coming back. What her bullies do is make up different days where they bully and harass the students a different way each day. One day came to be known as stare days. “Large, boisterous groups of hecklers stared intensely and harassed the living daylights out of us” (Beals 234). Melba stated that the only thing worse than getting physically harassed is getting ignored or looked at. Melba is brave enough to...
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...Sexual Harassment in the Workplace EXPERIENCES OF WOMEN IN THE HEALTH SECTOR Paramita Chaudhuri Health and Population Innovation Fellowship Programme Working Paper, No. 1 This report is the result of a project entitled “Understanding Sexual Harassment in the Health Sector,” undertaken as part of the Health and Population Innovation Fellowship (HPIF) awarded to the author in 2004. The HPIF programme is administered by the Population Council, New Delhi and is a continuation of the MacArthur Foundation’s Fund for Leadership Development (FLD) fellowship programme that continued over the period 1995 to 2004. The Council is grateful to the MacArthur Foundation for its support to this programme. The HPIF programme aims to support mid-career individuals who have innovative ideas, leadership potential, and the capacity to help shape policy and public debate in the field of population, reproductive health and rights in general, with a focus on two priority themes – maternal mortality and morbidity, and the sexual and reproductive health and rights of young people. Since the transfer of the programme to the Population Council through 2006, a total of 17 individuals have been supported under the HPIF programme. For additional copies of this report, please contact: Paramita Chaudhuri Senior Programme Officer Sanhita 89B Raja Basanto Roy Road Kolkata 700 029 Email: sanhita@cal.vsnl.net.in Phone: 033-24227965 Population Council Zone 5A, Ground Floor India Habitat Centre, Lodi Road...
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...to the highest standards of integrity in all of our activities and compliance with both the letter and spirit of the law. We expect that you will reflect these standards in your day-to-day dealings on our behalf. This Code of Conduct is for all employees, Officers, and all members of the Board of Directors. It is a guide to ethical behavior. Chipotle has an “open door” policy with respect to any concern relating to compliance with the Code of Conduct and other Company policies, and no person will be subject to disciplinary or other retaliatory action by raising any concern in good faith. Definition of the Code of Conduct The Code of Conduct includes this introductory section, "Integrity Statement," "Anti-Discrimination, Harassment and Sexual Harassment Policy," "It’s the Law,” and "Chipotle Confidential." Approval of any activity or matter not in compliance with this Code must be sought in advance and, unless otherwise provided for in the Code of Conduct, may be granted only by a Chief Executive Officer. In the case of members of the Board of Directors and Officers of Chipotle, approvals may be granted only by the Board of Directors or an appropriate Board committee. Compliance with the Code If you become aware of a breach or violation of this Code or any other Company policy, you should report the breach or violation in the manner described in this Code under “Chipotle Confidential.” Chipotle will do its best to protect the anonymity of any reporting employee who so requests...
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...To: Chris Walker, DOX Human Resources From: Name Here Date: March 2, 2015 Subject: Sexual Harassment in the Workplace I am writing this letter regarding a reoccurring incident that has been happening throughout the workplace, making it an uncomfortable and unsettling atmosphere. I have been approached by a co-worker in regards to John Doe, who has reportedly been harassing co-workers and customers. On this note, I came in to supervise the work place and in doing so was harassed as well. I am writing to you with hope that this matter will be kept confidential and that reasonable actions may be made. Reviewing John Doe’s actions by a countless number or employees, I find him to be going against our code of conduct. Evidence of his convictions were documented word for word with employee signatures of those present and signed on that day. I must rule out bias because Mr. Doe harassed me myself. As of now, Doe is being accused of verbal sexual harassment of workers and customers. As it says in the U.S. Equal Employment Opportunity Commission website, “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” (par. 1). This issue we are dealing with is no joke and what is being said by the EEOC is what Doe is being accused of. Because of this credible source, we must understand how big...
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..."what [Tom was] doing to her (Debbie)" on a beach they travelled to, and Kenny "almost chokes himself with laughter" when Tom responded with "her mouth was full". This positions us to see both characters as ignorant and disrespectful, forcing us to dislike them due to making Debbie seem like a mere sexual object. In correlation, the fact that Tom and Kenny has integrated foul words in their day-to-day conversations, constantly repeating the curse words "fucking" and "fuckwit", positions us to see them as childish and immature. When both characters find themselves in an inescapable-death situation, leaping into the water tank simply because neither characters wanted to be seen as "a chicken", only Kenny manages to make it through the night. Unfortunately, such behaviours and attributes of men: carelessness, ignorance, vulgarity, and masculinity; are all expectations of Australian males that are set by society, which in turn indicates that we are tolerating and romanticising such foul behaviours and attributes. By incorporating the vulgar conversation between Tom and Kenny about Debbie and their constant use of foul language, which allows us to see their ignorance and immaturity, followed by the tragic ending with one of them passing away simply because of their reckless actions, Goldsworthy positions us to dislike men with such reckless and...
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...Quiz 2 North South University Bashundhara R/A Submitted to: DAK Course: BUS 401 Section 1 Khandkar Imran Bin Khaled Letter of Transmittal September 26, 2011 Dilara Afroz Khan Rupa (DAK) Lecturer School of Business North South University Subject: Submission of the quiz-2 paper. Dear Madam, It is a great pleasure for me to submit this assignment that was provided in exchange of quiz 2. I am pleased to inform you that I have thoroughly enjoyed working in this paper. This has enabled me to gain valuable knowledge and experience that might assist me in my future. Therefore, I would like to take this opportunity to convey my deep regard for your valuable guidance and sincere inspiration. We hope you will enjoy reading this paper. Yours sincerely, Khandkar Imran Bin Khaled (083 362 030) Table of Contents Letter of Transmittal 1 I. Introduction 3 II. Objectives of the report 3 III. CSR Model 3 a. the selected Model: 3 b. Reasoning: 4 c. the model: 5 IV. Justification 5 a) Justification by the product life cycle and Carroll's CSR model : 5 b) Justification by increasing company's value: 6 c) Justification by the income statement: 6 d) Justification by forestalling legislation: 6 e) Justification through increasing loyalty of the employees: 7 f) Justification through increasing productivity: 7 V. Problems to be addressed 7 a) HRM issues to be targeted while formulating policy for managers: 7 ...
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...CASE BRIEF Style of Case and Citation: Burlington Industries, Inc v Ellerth 524 U.S. 742 (1998) Court Rendering Final Decision: U.S. Supreme Court Identification of Parties and Procedural Details: Kimberly Ellerth (plaintiff) sued Burlington Industries, Inc (defendant) stating that sexual harassment was the cause of her forced discharge. The District Court determined that Mr. Slowik’s behavior created a hostile environment. The courts also found that Burlington Industries did not know and isn’t expected to know about the hostile working environment Mr. Slowik had created. Burlington appealed. Discussion of the Facts: Who did what to whom? What relief is being sought? Kimberly Ellerth had been constantly sexually harassed by her supervisor Mr. Slowik. Mr. Slowik had the authority to hire, promote or terminate employment. Mr. Slowik made boorish and very offensive remarks to Kimberly. Kimberly filed suit against Burlington for violating Title VII being that sexual harassment lead to her forced resignation. Statement and Discussion of the Legal Issues in Dispute: What decision of the lower court is being challenged? What specific legal questions is the subject court being asked to address? Is the question about Common-Law? A Statute? Burlington is challenging the court’s decision that their employee Mr. Slowik had in fact created a hostile work environment even though they acknowledged that Burlington didn’t know or was required...
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...harassment From "Collins Dictionary of Law" 1 the offence in England of using threatening or abusive or insulting words within the hearing or sight of a person likely to be harassed thereby: Public Order Act 1986. 2 conduct which may require a person to be given legal protection in terms of the Protection from Harassment Act 1997. For these purposes harassment is not defined but it includes causing the person alarm or distress. For the courts to act under this legislation the harassment was caused by a course of conduct. This is defined in the Act as conduct on more than one occasion. It need not be the same conduct on each occasion. There are defences such as that the conduct was reasonable in the circumstances. It is not open to plead as a defence that it was not intended by the alleged offender that alarm be caused. It is enough if his or her conduct would cause harassment, if a reasonable person, in possession of the same information, would think that the course of conduct would have that effect. Similar rules apply in Scotland. 3 it is an offence in England to harass a person with demands for payment that are calculated to subject him or his household to alarm, distress or humiliation, or to pretend that criminal proceedings might be possible if payment is not made: Administration of Justice Act 1970. 4 harassment is not of itself a tort but the Protection from Harassment Act 1997, effectively creates a statutory tort and delict in Scotland. 5 sexual harassment...
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...Example of sexual harassment 1: Example of quid pro harassment My friend Kristine was scared she had an appointment with her college professor 1/2 years ago. Her biggest fear is that after being harassed for over a year and 1/2, she gave in and had sex with him twice. After the constant day to day to day, “Go out with me,” whining if I didn’t, telling her he was leaving his wife… I had asked on numerous occasions for him to stop, had gone to the dean. She finally just gave in but because Kristine had received a serious neck injury. She was taking major pain medication and was in a weakened state. He told her that she was missing too much work. He said he would give her a good grade and protect her from his other colleagues; if she would be his “girlfriend,” move in with him, etc. Every day after class she had to go out with him. She would be fondled at school, kissed on the head when he was leaving for appointments. He would rub her back, touch her in certain places, show her his private parts telling her he was now taking Viagra and this is what she did to him. Now they are saying it was all consensual because she had written emails responding to his and/or stuff he would ask her about during class. They cancelled the mediation, offered to pay her until the end of the month if she would sign a release! But she wouldn’t. How can they use emails against her? Everyone knows they can be altered. How can she prove that whatever she...
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...the company by former employee, Virginia Pollard, has requested this review. I will be reviewing the case to determine if Teddy’s has any liability issues and what specific facts are relevant. There are several factors that are at play that would make Teddy’s legally liable: 1. Virginia Pollard is claiming to be a victim of “gender based harassment” while being the only female employee holding a position within the warehouse department. The harassment, taunting and pranks played by fellow co-workers was not reported to her supervisor due to the fact that Mr. King, too participated and permeated the behavior. 2. Although, Ms. Pollard did not file a formal complaint against her co-workers or supervisor she may have felt threatened by the behavior of her direct supervisor Mr. King, when attempting to report the incidents he responded in a tone that was unprofessional in nature and quite frankly made statements that furthered the harassment and hostile environment. 3. The company is not safeguarded by it’s current sexual harassment policy and fails to provide employees with proper avenues to report sexual harassment, quid quo pro, or any conduct that creates a hostile work environment which in turn leaves the company severely liable to future claims. Teddy’s has a significant amount of exposure of liability based on the unfortunate actions and statements conducted by fellow co-workers in Ms. Pollard’s immediate work environment and by the negligent behavior...
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...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 been around...
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...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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