...Sexual harassment is a form of bullying or coercion of a sexual nature. The effect of sexual harassment differs from person to person and depends on the severity of the incidence, but in all the cases is affects the well-being of a person and environment of an organization negatively. This form of intimidation is not new in Australian workplace. NSW Tribunal Observation says that “a person is sexually harassed if he or she is subjected to unsolicited and unwelcome sexual conduct by a person who stands in a position of power in relation to him or her”. [O’Callaghan v Loder (no 2) [1983] 3 NSW LR 89 at 92] The Sex Discrimination Act 1984 (Cth) makes sexual harassment unlawful. Sexual harassment continues to be a gender issue where one third of the women have experienced some kind of harassment from the age of 15 compared to one in ten men. (AHRC 2008 National Survey finidings) Nearly one in five complaints received by the Australian Human Rights Commission under theSex Discrimination Act 1984 (Cth) relate to sexual harassment. The vast majority of these take place in the workplace.2 (Australian Human Rights Commission, 'Annual Report 2006-2007') A telephone poll commissioned by the Commission in 2003 found that over 28 per cent of women had experienced sexual harassment in the workplace, compared to seven per cent of men. Less than one third of interviewees from the Commission's telephone survey who experienced sexual harassment in the workplace made a formal report or complaint...
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...Sexual Harassment in the Workplace 1)introduction 2)sexual harrasment in the workplace 3)types of sexual harrasment 4)EEOC 5)determine if you are sexual under sexual harrasment 6)possible solutions 7) the baker & mckenzie sexual discrimination case 8)Conclution INTRODUCTION Unwanted sexual behavior has been a serious dilemma in today’s society. It can take lots of forms like a request for sexual favors, undesirable sexual advances towards others, verbal, physical, or anticipated conduct of a sexual nature towards people. This illegal conduct occurs in houses, public places, hotels, restaurants, but it occurs more often in the workplace. Moreover, sexual harassment is a broad term and can be interpreted in a variety of ways. The National Organization of Women (NOW) defines it as "any repeated or unnecessary verbal or physical advance, sexually explicit disparaging statement, or sexually discriminating acts made by someone in the workplace which is offensive or objectionable to the recipient or which interferes with the recipient’s job performance." Before 1972, there was no penalty for sexual harassment of women at the workplace. Nowadays, this behavior violates Title VII of the Civil rights Act of 1964 as amended by the Civil Rights Act of 1991. SEXUAL HARASSMENT IN THE WORKPLACE In the business world of today, sexual harassment against women in the workplace is one of the most offensive matters for an employer. It occurs everywhere in the world, so the employer...
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... November 9, 2015 SEXUAL HARASSMENT In the case of Jonathan Silverstein, plaintiff vs. Meredith Shaw, defendant. The plaintiff claims that the defendant caused him to miss out on a promotion because she put a sexy screen saver on his computer and when his boss saw it he lost a promotion. The key elements of this case were whether the sexual behavior that the plaintiff had towards the defendant was unwelcomed. This element of the case is subjective as we cannot ascertain the real intentions of the doer and the reaction of the recipient towards what he had been experiencing. The fact that the defendant claims that this was something that had been going on for sometimes begs the question why the plaintiff had not reported this case to the relevant authorities. The second element of this case is the question “does the plaintiff reaction meet the reasonable person standard?” The plaintiff reaction is not that of a reasonable person because he should have anticipated what the consequences of the harassment he was experiencing, and put a stop to it at an earlier time rather than start blaming his peers when the damage is already done. The other element is whether a hostile environment has been created. A hostile working environment has been created for the plaintiff in his workplace because he chose to file a case against a lady and yet he had also been experiencing sexual harassment jokes from his male counterparts in the workplace. The other element of this case...
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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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...Baderman Island Resort is a self-contained, all inclusive resort. Baderman Island has a passion for guests and is dedicated to provide a unique and quality experience to Island guests and day visitors. The leaders and management team within the organization, empowers its staff to offer unsurpassed quality of customer service. The island and those affiliated with the management group are determined to offer a variety of restaurants, accommodations and many activities to entertain guests of all ages. The resort is managed by the Boardman Management Group (BMG). The CEO reports to the Chairman of the Board and works closely with the Resort Board of Directors. Together, they will supervise the relationship between the resort and the management Group. Each department handles different situations. BMG is responsible for IT, marketing, accounting and human resources. Each unit of the resort has a general manager that reports to the vice president that will be directly responsible for their department. Lodging, food, recreation and activities, transportation and merchandising. Each department is responsible for their budget as well as area profitability. With an office now directly located on the Baderman Island, BMG will be all Boardman Management Group operations for the management of Baderman Island as well the management of all offsite properties. Also new to Baderman Island, a web log. Guest is encouraged to leave comments or start discussions in regards to their stay. ...
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...The workplace is meant for employees to do his or her job in a positive environment. Employees will converse and interact amongst each other to help time pass while working. Sometimes such actions become too aggressive and make workers feel uncomfortable. harassment is an issue that many business encounter because of violations done by employees. The following information will demonstrate the act of sexual harassment, what classifies acts as sexual harassment, how its prevalent in the workplace, and ramifications that stem from sexual harassment. Background of Case The case involving Koko the gorilla and the Gorilla Foundation involves two former employees and gorilla caretakers (Nancy Alperin and Kendra Keller) who made claims that the foundation’s handlers and supervisor forced them to expose body parts (breast) to Koko to indulge her “fetish” (HRWorld, 2011). After working for the foundation for a length of time, Nancy and Kendra chose not to expose their breasts which according to them was the cause for their termination. Nancy and Kendra were with the company for approximately four months and are suing for over $1 million dollars in damages (HRWorld, 2011). Eventually both parties came to a settlement (HRWorld, 2011). The legal and morale issues that occur within this case are those of feasibility. The Gorilla Foundation has obligations to ensure employees have a safe work environment. This case illustrates that the work environment was not conducive to such a requirement...
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...measures should be taken to warn or terminate. I would set up an agenda with an ethics coach to visit my business to discourse ethical behavior and clarify why it is imperative to follow the guidelines. I would generate a structure of checks and stabilities to diminish the prospects for unethical behavior As soon as an organization hires personnel, they should seek to convey persons who have the edification and understanding that demonstrate they are trained employees, proficient of managing the responsibilities at hand. Managers who want to avoid unethical behavior should correspondingly look at applicants' principles to safeguard they are a good fit with their value and culture. When we discuss bad behaviors in the workplace, it is understood that it reduces productivity, upset morale and possibly will cost the organization. Whether we are commencing with an inconsequential problematic person, such as continuing tardiness, or somewhat most important, like falsifying reports, swift consideration to the issue is crucial. Creating a normalcy for conduct sets the potentials for personnel to follow. When somebody disregards the ethics, a following of strict discipline technique helps to correct the status quo. An excellent tool would be an employee handbook that includes policies and procedures on behavioral potentials and consequences for breaking those policies should be given to the newly hired employees. Policy subjects must be comprised of reliability...
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...Inappropriate Behavior NAME Argosy University Online Faculty What civil rights laws may prohibit Marwan’s conduct with his fellow co-worker? Do those laws apply to his conduct toward the park guest? The civil rights laws’ covering this case comes under Title VII of the Civil Rights Act, 1964 (Cooper, 2010). This legislation safeguards the employees against discrimination at workplace on the basis of caste, color, creed, gender, origin (Cooper, 2010). The law applies to all employers whether national, state or local. Any company having fifteen or more employees has to adhere to this law. As per this law, a commission called Equal Employment Opportunities Commission has been set up, to protect people against discrimination and impose this as well as other applicable laws. Discrimination at place of work has always been in existence since long before any rules were applied. The U.S. Authorities initiated this law after hearing several cases of harassment. The law safeguards both the employees as well as the applicants applying for the job. The law states that no employer can take recruitment decision solely on the basis of the caste, color, creed, gender, or origin of the applicant. The company or employer cannot favor anyone on the basis of these factors while selecting or promoting. Also the employer cannot assign any task to the employee on the basis of these factors. The employer has no right to determine the remuneration of an employee...
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... Technological Changes | 4 | Reasons to Determine an Individual’s Employment Status | 5 | Examples of Employment Status | 5 | Worker | 5 | Fixed term | 5 | Self Employed and Contractors | 5 | Employee Rights During the Employment Relationship | 6 | Work-Life Balance | 6 | Holidays | 6 | Rest Periods | 6 | Working hours | 6 | Night Working | 7 | Maternity Leave | 7 | Paternity leave | 7 | Adoption Leave | 8 | Special Leave | 8 | Reasons Why Employees Should be Treated Fairly In Relation To Pay | 9 | Employee Satisfaction | 9 | Recruitment & Retention | 9 | National Minimum Wage | 9 | Main Points of Equalities Legislation | 10 | Direct Discrimination | 10 | Indirect Discrimination | 11 | Harrasment | 11 | Victimisation | 11 | The Concept of the Psychological Contract | 12 | Types of Psychological Contracts | 12 | Issues To Be Addressed At The Termination Of The Employment Relationship | 13 | Fair and Unfair Dismissal | 13 | The Importance of the Exit Interview to Both Parties | 14 | Key Stages of Redundancy | 14 | Planning | 14 | Identifying the Selection Pool | 15 | Seeking Volunteers | 15 | Consultation | 15 | Making the Selection | 15 | Notification & Appeals | 15 | Alternative Employment | 15 | Redundancy Payments | 15 | Counselling and Support | 16 | Survivor care | 16 | Further Reading | 16 | Two Internal Factors Which Impact On Employment Relationships Pay and Reward It is well...
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...Functionalism, strain and Subcultural theories Durkheim’s functionalist theory Functionalism – society based on value consensus. Members of society sharing common culture. In order to achieve this, two things needed: - Socialisation – helps ensure individuals share the same norms and values. Shows the way to act. - Social control – rewards for conformity and punishment for deviance. Controls behaviour. Inevitability of crime – functionalists see crime as inevitable and universal. Every society has crime. Two reasons why crime and deviance are in all societies: - No everyone is equally socialized into norms and values. Some are likely to be deviant. - Diversity of lifestyle and values. Different groups have their own subcultures with distinctive norms and values. Some may see deviant acts as normal. > Durkheim says in modern societies there is tendency towards anomie. The rules for behaviour become weaker and less clear-cut. This is because modern societies have a complex division of labour meaning individuals become more different from each other. Crime is more likely. Positive functions of crime – it also performs two positive functions Boundary maintenance - produces a reaction from society, uniting members in disapproval of criminals and reinforcing their commitment to shared norms and values. Adaptation and change – all change starts with an act of deviance. There must be scope to challenge existing norms and values and this will seem deviant in the...
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... The Forces for Change is a framework to help you understand today’s radically changing world and synthesize the breadth of complex, fast changing, interdependent factors Are all changes bad? Change can be uncomfortable and awkward but it can also be positive. FORCES OF CHANGE AND THEIR ACCOMPANYING VALUES FORCES OF CHANGE & ACCOMPANYING VALUES Turbulence Intellectual capital, Intellectual propert, ,information sharing Networking, innovation, R&D INFORMATION AGE K-Economy GLOBALIZATION DEVELOPMENT Autonomy, Pride, Dignity Independence, Indigenization “CultureBound” Customer Focus; Speed, Responsiveness; Continuous Learning; Accurate & Up-To-Date Information Quality; Value Added; Cost Effectiveness; Humanization; Ecological Specialisation; Objectivity; Materialism; SystemsOrientation MODERNIZATION WESTERNIZATION Individualism; Secularism; Freedom Of Expression; Consumerism INDUSTRIALIZATION Mechanization; Rational Thinking; Bureaucracy; Efficiency; Productivity; Mobility; Discipline; Mechanical Time Orientation; Reliability Stable 1800 AGRICULTURAL Revolution Time line Simple division of labor, labor intensive, Collectivism, sharing 2000 FORCES OF CHANGE & ACCOMPANYING VALUES Turbulence Intellectual capital, Intellectual propert, ,information sharing Networking, innovation, R&D INFORMATION AGE K-Economy GLOBALIZATION DEVELOPMENT Autonomy, Pride, Dignity Independence, Indigenization “CultureBound” Customer Focus; Speed...
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