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Eth 321

In: Business and Management

Submitted By Ziggy13
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Discrimination and Employment Laws
Christine Rodriguez
ETH 321
December 7, 2015
Brian La Hargoue

Does spoken action have to be targeted or understood as intentional to be considered harassment? More clearly can language have a contrasting impact? While questions like this may seem trivial, everyday workers morale, mental health and feelings are being threated and or affected by harassment.

A huge majority of employees both male and female at one point or another are subjected to some form of discrimination and sexual harassment in the workplace. Throughout the centuries sexual harassment and discrimination in the workplace have evolved tremendously. The workforce has shifted from what was once a male predominant workforce to a more equal balance of women and men in the work place.
In the case of Reeves v. C.H. Robinson World Wide, Inc., we see a classic example of a woman being indirectly sexually harassed by male employees. Mrs. Reeves claims the men in the workplace constantly made verbal vulgar remarks and suggestions of woman that were offensive and disrespectful. In this paper we will examine the elements of this case as well as see the applicable defenses based on the 11th Circuits Courts of Appeals ruling.

Over the years, women have become more career minded and oriented; therefore, a vast majority have achieved positions of authority and professionals as their male counterparts. Because of this evolution in the workforce discrimination and sexual harassment is no longer gender specific or restricted to males being the predominately the harasser. The large majority of employees of both genders have now become subject to some form of harassment.
In lieu, of the major changes in the workforce the federal and state employment discrimination laws prohibit employers from engaging in unfair employment practices like assigning project to,

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