... 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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...allegations of sexual harassment, EEOC looks at the whole record: the circumstances, such as the nature of the sexual advances, and the context in which the alleged incidents occurred. A determination on the allegations is made from the facts on a case-by-case basis. Then bring Ms Anderson in the office with a female from HR dept and discussed her behavior. Let her know that her behavior would not be tolerated and that there was laws that to protect people against sexual harrassment.. 2. Do you think Peters had the basis for a sexual harassment claim against Anderson? Yes, because Ms Anderson had " developed an unwholesome personal attraction" to Mr peters, not only at work but at his residence too. Although the law doesn’t prohibit simple teasing, offhand comments, or isolated incidents that are not very serious, harassment is illegal when it is so frequent or severe that it creates a hostile or offensive work environment or when it results in an adverse employment decision 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. 3. What would you do now if you were Chapman to avoid further incidents of this type? Prevention is the best tool to eliminate sexual harassment in the workplace. Employers are encouraged to take steps necessary to prevent sexual harassment from...
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...lifeguards to "uninvited and offensive touching," by making lewd remarks, and by speaking of women in offensive terms. Faragher was not the only woman being treated this way. Nancy Ewanchew had brought it to the City's Personal Director's attention hoping to put an end to the way they were being treated, however the problem continued. That is when Faragher then decided to take her case to court. She claimed that this behavior constituted discrimination in violation of Title VII of the Civil Right Act of 1964. The District Court concluded that her supervisors' conduct was sufficiently serious to alter the conditions of her employment and constitute an abusive working environment. Faragher stated that in many ways the agency relationship had facilitated Terry and Silverman in creating a sexually hostile work environment such as abusing their power to keep the workers in line while making offensive remarks. The Court held that the city could be held liable. It made that determination because of three factors. First, it considered that the harrassment was prevalent and that the city should have been aware of it. Second, the city was liable under traditional agency principles as the defendants were acting on the city’s behalf during that time. Lastly, Gordon's knowledge of the incident and his inaction further indicates liability. The Court of Appeals, however, stated that Faragher's supervisors were not acting within the scope of their employment and instead acting only...
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...Julie Fisher v. San Pedro Peninsula Hospital In 1987 a surgical nurse named Julie Fisher filed a sexual discrimination suit against San Pedro Peninsula hospital in California. Fisher claimed that a gynecologist she worked with named Dr. Barry Tischler worked to an environment of sexual harassment against women. In her lawsuit, Fischer claimed that Dr. Tischler engaged in sexual insults and inappropriate touching. On one occasion, Fischer claimed Tischler hugged her so tightly; he separated the cartilage in her ribs. Basically Fischer complained about getting hugs very tightly without any consent whats so ever. After Fisher complained to hospital management about the doctor's actions, the Dr. wrote her a letter asking for an apology, but...
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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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...Sexual Harassment in the Workplace Sasha Greer Webster University Abstract Sexual harassment in the workplace is when an employee such as a manager or coworker make other coworkers feel uncomfortable with the use of sexually explicit photos, touching or verbally. It can often go unnoticed because many employees feel that there is nothing that they can do to prevent it or they feel that the company will not do anything about it. Sexual harassment can happen to anyone, male or female. There are laws that will protect the victims but in order for the system to work, a claim has to be made. Employers are required to have a sexual harassment policy and it should be handed out to the employees and also posted where everyone can have access to it. If employees are aware of what is considered sexual harassment and the consequences of the actions, they will be more likely not to commit it. Sexual Harassment in the Workplace Sexual Harassment has been an ongoing problem for individuals throughout history. It is often left unreported due to the shame that it causes to the victim and the fear of them losing their jobs. Within the last thirty years sexual harassment has been taken seriously and people have been convicted for the crime. In the United States, sexual harassment within employment, housing, or in Colleges or Universities is Illegal ("Sexual Harassment - Fact Sheet - Feminist Majority Foundation," n.d.). What is Sexual Harassment? According...
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...This manual will help guide any human resource manager how to adminster the dynamics of a business analyst position. This manual will also enable the HR professional in the four functions of job analysis, selection process, orientation and training, in order to help the organization meet it’s goals for the business analyst position. Executive Summary As a human resource manager it is important to identify the organization’s goals and requirements. A successful HR manager will use this information to effectively manage the aptitude of the personnel to achieve the company’s target. The key factor in doing so is to properly staff the company for the jobs that must be completed. Staffing can be extremely intense because the company depends on the HR manager to find the best qualified person to match each job within the organization. This guide focuses on the necessary steps to hire someone for a business analyst position. There are four functions that are crucial in the hiring process: Job Analysis, Selection, Orientation & Training. The first method is the job analysis. “Job analysis is sometimes called the cornerstone of HRM because the information it collects serves so many HRM functions. Job analysis is the process of obtaining information about jobs by determining the duties, task, or activities of those jobs,” is stated by Bohlander and Snell the authors of Managing Human Resources. (Bohlander and Snell, 2007 p. 144) The second method is the selection process...
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...Hours: Monday-Thursday 11am-10pm Friday & Saturday 11am-11pm Sunday 11am-9pm Late Night Menu (Fri & Sat) 11pm-1am Forms of Payment: Visa, Mastercard, American Express, Discover, Cash, Travelers Checks, Over/Under Gift Certificates NON-DISCRIMINATORY WORKPLACE The Over/Under Bar and Grill is an equal opportunity employer. We will not tolerate discrimination based on race, sex, age, national origin, religion, sexual orientation, or disability. Employment decisions, such as hiring, promotion, compensation, training and discipline will be made only for legitimate business reasons based upon qualifications and other nondiscriminatory factors. WORKING RELATIONSHIP Missouri follows the Employment-At-Will doctrine. This means that both the employer and employee can terminate the employment relationship at any time and for any reason, as long as there is no employment contract to the contrary, there is no discrimination under civil rights laws (based on race, color, age, national origin, religion, ancestry, sex, or physician/mental disability), no merit laws apply, or the state’s limited public policy exception does not apply. EXAMPLES OF, BUT NOT LIMITED TO, CONDUCT RESULTING IN IMMEDIATE TERMINATION • Failure to follow management instructions or guidelines • Rudeness to guests • Poor or inattentive service • Failure...
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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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...organization. As part of the family here at Brett's Bed & Breakfast Bungalow (often called Quad-B's), you will be held accountable to acceptable standards and procedures along with the rest of the company; in addition, the managment will stay committed to these standards. 1. All employees of Brett's are expected to abide by the golden rule of treating one another with Respect; we are confident that by displaying respect towards your diverse ethnic group of coworkers you are likely to receive the same in return. This holds true for our clientele; respecting our guests is a significant contributor to our success. Due to the diverse ethnic groups we serve, be aware of their religious practices and do not treat them in any negative fashion. Discrimination of any type will not be tolerated at Quad-B's. 2. Each one of our guests shall be treated like royalty and their Privacy must never be compromised. A major necessity is for our clientel to feel completely at ease and comfortable while they relish their visit at Brett's Bungalow; thus, you must not intrude their privacy by entering their rooms unannounced. Knocking before entering a guests' room, and keeping credit card/personal information secure are quintessential measures for protecting the trust we have acquired from our clients. Any employee found jeopardizing a guest's personal information will be guilty of Fraud and be subject to termination due to unethical behavior. 3. As an employee of Brett's Bungalow, you are...
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... Equal Employment Opportunity Policy C&C is commited and please to offer equal employement opportunities to all that apply and to all current employees. C&C will comply to all applicable equal opportunity laws, affirmative action laws and any other laws that are applicable to equality opportunities to employees. All State, Federal, and Local governing laws will be strictly upheld and under no circumstances will the organization willing or knowing commit to such acts. All will have equal opportunity for employment, promotion on all levels, lateral moves and training. C&C will never disqualify any individual on the basis of race, color, creed, religion, sex, national orgin, ancestry, marital status, disability, age, sexual orientation, or affectional preference, miliatary status, or Vietnam era veteran. The company will only hire, recruit, train and promote on all job levels the most qualified individuals based on experience, education,...
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... | | | | | | | The evolution of the largest retailer in the world, Walmart, has involved both success and controversy. It is a source of cost-savings for millions around the world, but it also seen as responsible for the destruction of its neighboring communities. In its forty year history, the company has dealt with allegations of discrimination, harassment and poor labor relations. The former general store has expanded into several arenas and has made its owners, the Waltons, some of the richest individuals in the world. Despite this, the chain continues to faces large obstacles on its quest to increase profits, improve efficiencies and maximize its customers’ savings. In 2006, Walmart Stores Inc had sales of over $312,000 billion and 1.7 million employees, making it the world’s largest employer (Ferrell, Fraedrich, & Ferrell, 2008). The concept evolved from a chain of variety stores owned by Sam Walton in the 1950s; Walton intensely...
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...How not to be a victim of Cyberbullying Abstract: Bullying is a persistent willful act by an individual or a group to intimidate or hurt a weaker-than-bully victim. Cyber bullying in the social media is a very dangerous problem, especially because the major users of social networks are youngsters and adolescents who themselves are the top targets of conventional bullying. Bullying of any form causes deep scars in the psyche of the victim and at times may be even fatal. It is important to understand the causes, consequences of bullying which this report addresses. Introduction to the problem Bullying is generally an aggressive act intentionally designed to cause hurt, bodily/mental, to a person of lower power strata. Cyber bullying is a version of bullying in a digital world, where almost no bodily harm is met. In the United States, cyber-bullying is legally defined as “cyber-bullying could be limited to posting rumors or gossips about a person in the internet bringing about hatred in other’s minds; or it may go to the extent of personally identifying victims and publishing materials severely defaming and humiliating them” (Definitions.uslegal.com, 2015). Other definition of cyberbullying (Menesini & Spiel, 2012), has been more general not restricted to legal point of view, incorporating the electronic nature of the issue and specifically outlining the methods used for such bullying. Statistics indicate that between a substantial proportion (20-40%) of the children...
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...TASK One How Laws are made in England and Wales. In England and Wales, laws are made by the parliament whose main work is to make laws, debate topic issues and look at how taxes paid by the citizens are spent to help run the country. The House of Parliament is located in Westminster London and it consists of three parts; The House of Commons otherwise known as MP’s, The House of Lords and The Monarch otherwise known as the Queen. When the parliament makes law, they are called the acts of parliament that affect all citizens and people who reside in the country. For example, laws determine at what age people can drive cars or vote in elections. Before laws are being approved by the Queen as act of parliament, they are first of all being proposed by the parliament which is often called a bill and it consists of three types; public bills, private bills and private members bills. Before a bill is enacted into law, it passes several stages receiving the consent of both The House of Commons and The House of Lords which will be read and initiated by both houses and the delegated committees formed under the house of Parliament before it is being presented to the Queen for the Royal Assent. The Delegated Powers Scrutiny Committee (established in 1992) keeps under constant review the extent to which legislative powers are delegated by Parliament to government ministers, and examines all Bills with delegating powers which allow SIs to be made before they begin their passage through...
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...PROJECT: AMERICAN APPAREL Marketing Strategy AMERICAN APPAREL Abstract American Apparel has been experiencing a declining trend since 2008. My aim is to identify the reasons why this has been, and continue, to happen. Even if the world financial crisis had an important role at the end of the day, there surely are other actual and potential threats the company has overlooked: for example, right 2 days before the beginning of the decline the CFO resigned; they didn't properly manage internal control especially regarding the financial closing; they cut the advertising budget during 2009; they have been opening stores without considering cannibalization. While trying to describe the mistakes American Apparel did during the last 6 years, an evaluation of its recovery marketing plan to put the company back on the right track will be made. Company's Strategy American Apparel (from now on APP) is a clothing manufacturing, wholesaling and retailing company headquartered in Los Angeles, founded in 1988 by Dov Charney, who is still its CEO and Chairman of the Board of Directors. During the late 80's and the 90's, when the identity of APP was being modeled, Charney was living his life between Canada, South Carolina and California and that deeply influenced the company: while driven by the initial intention to bring affordable American t-shirt to Montreal people, APP slowly developed interests in fashion to please the young in Los Angeles, yet maintaining...
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