...SUBJECT: Prevention of Sexual Harassment CONDITION: Classroom environment STANDARD: 1. Define Sexual Harassment. 2. Define the Army’s Policy on Sexual Harassment. 3. Explain the Categories of Sexual Harassment. 4. Explain the Elements of Sexual Harassment. 5. Define Sexual Harassment Behaviors. 6. Explain the Sexual Harassment Checklist. 7. Explain the Techniques to Deal with Sexual Harassment. 8. Explain the Administrative Actions. TYPE OF INSTRUCTION: Instruction and Small Group Discussion TIME OF INSTRUCTION: 4 Hours NOTE: You must ensure you have a video player and monitor to show the video on the prevention of sexual harassment (Pin Number 170876, ICN: TVT-20-1996) produced by the Department of the Army in 1996. This tape is available from your EOA or TASC. It is recommended this video be shown at the beginning of the block of instruction, but stop it before showing the vignettes. By showing the first portion of the video at the beginning, the students will already be familiar with many of the concepts and terms you are going to be instructing. This should make the learning process easier for them during your instruction. After the block of instruction, and the practice exercise is completed, then show the vignettes. The responses from the group while stopping after each vignette for discussion will ensure learning occurred, and serve to clarify what constitutes sexual harassment in the student’s minds. The...
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...A. Define sexual harassment, including both quid pro quo and hostile environment harassment. Which type(s) do you feel Pollard was a victim of (if either)? Provide law or a case to support your position. If you feel Pollard was not a victim of harassment in this case, explain why you feel that way, and provide law or a case to support your position. Sexual harassment is defined as, “Unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature that tends to create a hostile or offensive work environment.” Quid pro quo, “sexual harassment is the conditioning of employment benefits on an employee's sub-mission to unwelcome sexual conduct.” And, hostile environment 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.” In the Pollard case, I feel Teddy’s did allow for a hostile environment harassment to take place and took no means to enforce their “zero-tolerance” policy. Virginia’s direct supervisor (Mr. King) was just as culpable as her male co-workers with the unwanted verbal and sometime physical suggestions. However, her own account does not state that she received any type of benefit from King on behalf of the company for her allowance of said advances. In order to prove a sexual harassment case, the plaintiff...
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...across, so I choose sexual harassment towards women in the workplace. Is there still sexual harassment with woman? What constitutes sexual harassment? How is sexual harassment towards women different between now and 50 years ago? These are the questions I hope to ask and hopefully answer throughout this paper. What constitutes sexual harassment? Sexual harassment is defined as unwelcome sexually determined behavior as physical contact and advances, sexually colored remarks, showing pornography and sexual demands, whether by words or actions. Such conduct can be humiliating and may constitute a health and safety problem; it is discriminatory when the woman has reasonable ground to believe that her objection would disadvantage her in connection with her employment, including recruitment or promotion, or when it creates a hostile working environment. With this it is also considered to be that submission to such conduct is made either explicitly or implicitly a term or condition of an individual’s employment; submission to or rejection of such conduct by an individual is used as the basis for employment decisions affecting such individual; or such conduct has the purpose or effect of unreasonably interfering with an individual’s work performance or creating an intimidating, hostile or offensive working environment. Is there still sexual harassment with woman? In the article “SEXUAL HARASSMENT VERSUS WORKPLACE ROMANCE: SOCIAL MEDIA SPILLOVER AND TEXTUAL HARASSMENT IN THE WORKPLACE...
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...Factors & Insights Of Sexual Harassment Of Women At Educational Institutions Human Resource Management Project Report Factors & Insights Of Sexual Harassment Of Women At Educational Institutions Human Resource Management Project Report its objective to increase the speed and accuracy of problem- Table Of Contents 1. Introduction---------------------------------------------------------------------------------------------------2 2. Motivation-----------------------------------------------------------------------------------------------------3 3. Literature Review--------------------------------------------------------------------------------------------3 a) Sexual harassment against women at educational institutions----------------------------3 b) Article: Sexual harassment at workplace and in educational institutions: case study of District Srinagar----------------------------------------------------------------5 c) Research study on the nature, extent and impact of sexual harassment of women at Maharashtra-----------------------------------------------------------------------------7 4. Methodology---------------------------------------------------------------------------------------------------9 a) Factors taken for the survey---------------------------------------------------------------------10 b) Interview questionnaire design------------------------------------------------------------------10 5. Res...
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...warehouse near the West Orange store. We have a heard a lot of claims of horseplay and sexual harassment on company time. We will list some of the incidents in this memo and will suggest upper management step in and fix this problem so there will be now lawsuit file against Teddy’ Supplies. * Taping co-workers drawer closed * Locking co-workers out of guard shack * Having co-workers file trash * Backing up a forklift to a door and having it back fire in a co workers ear * Delivery drive spanking one of the warehouse guards * Supervisor posting a sign of the wall “Hardhats required/Bra optional” * Supervisor making worker show their bra These incidents all started in the beginning of 2008 and should not be happening in the work place. The company at this time is potentially liable for all damages to this employee. Under law Civil Rights Act of 1964. (EEOC, 1964) Teddy’s Supplies is liability for harassment if a supervisor that results in a negative employment action such as termination, failure to promote of hire, and loss of wages. Also, if a supervisor harassment result in a hostile work environment, Teddy’s Supplies is liable. Worst-case the company could have to pay out damages to the victim, meaning: Compensatory damages such as loss of employment ability, loss of wages, medical expenses, and other economic misfortune as a result of the harassment. Emotional damages such as intentional...
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...The following will examine the article The Conundrum of Visibility: Youth safety and the Internet, written by Danah Boyd and Alice Marwick. The Internet is obviously a remarkable tool and has drastically changed and shaped the society we live in today. With all the good the Internet has brought to our lives, there is always a trade off or a negative outcome. Many adults are claiming that the Internet has a very bad influence on today’s youth since it is exposing them to sexual solicitation, harassment/bullying and exposure to inappropriate content. However, the main issue of this article is stating that the claims of the adults are not new to society and that these problems have been around for quite a long time and the Internet is just making these problems more visible. The article is stating that the Internet is making the claims of the adults visible to them and the reason why adults are blaming the Internet for these issues is because they are scared and do not know how to protect their children. They are focusing too much on technology and losing focus on the bigger picture. Society does not have the resources to help the youth that are in need and therefore we tend to look for something to blame, and choose to blame the internet. The article goes on to explain four main issues that come up in conversation when discussing online safety: sexual solicitation, harassment, exposure to inappropriate content and youth-generated problematic content, and is trying to prove that...
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...Sexual Harassment Sexual harassment is considered a form of sex discrimination under Title VII of the Civil Rights Act of 1964. The EEOC (Equal Employment Opportunity Commission) defines sexual harassment as unwelcome sexual advance, requests for sexual favors, or other verbal or physical conduct of a sexual nature. Sexual harassment can happen from the opposite sex as well as the same sex. There are two forms of sexual harassment; one is the most commonly know by people is called quid pro quo. It is the exchange of sexual favors for job benefits. Identifiable elements to determined quid pro quo from the case Pease vs. Alford Photo Industries are. You are a member of a protective class You were subjected to unwelcome sexual harassment in the form of sexual advances or requests for sexual favors from a supervisor or individual with authority over the plaintiff. Harassment complained of was based on sex. Submission to the unwelcome advances was an express or implied condition for receiving some form of job benefits, or refusal to submit to sexual demands resulted in a tangible job detriment. Employer knew or should have known of the harassment. The second form of sexual harassment is called Hostile work environment. Its is unwelcome conduct constituting hostile work environment harassment must be sufficiently severe or pervasive to alter the conditions of the victim’s employment and create an abusive working environment. An example of this could be...
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...whom Henry knows has accused him of sexual harassment. It is at this time that Henry, and thousands of other employees in this Country find themselves in hot water. In an interview conducted at the Restaurant Opportunities Center (ROC) of 688 past and present restaurant employees, “66% of female and more than half of male restaurant employees reported having been sexually harassed by managers”. An even more alarming number, 80% female and 70% male, were harassed by co-workers. The numbers don’t lie, sexual harassment is a common problem in the workplace. As the social butterfly within his division, Henry often spent his morning making his rounds throughout the office. He spoke to everyone he came in contact with, and had hugs and nicknames for those he routinely worked with. Those that knew Henry well were aware of his “happy go-lucky” demeanor, and had become accustomed to his morning routine. What Henry had not stop to realize through his years at the company, is that the times have changed. What was previously considered harmless or viewed as “just his way of saying hi” can now land you in substantial legal troubles. Things have changed Just one year following Anita Hill’s 1991 testament to a Senate Judiciary Committee, about the sexual harassment she had suffered at the hands of then, Supreme Court nominee Clarence Thomas, the Equal Employment Opportunity Commission reported a 50 percent increase in sexual harassment filings (New York Times 2011). In...
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...Does Sex Have a Place in the Workplace? The purpose for this term paper is to review the issues of sexual harassment in the workplace. As the workforce and diversity in the workforce increase, sexual harassment has a higher chance to occur. I will discuss how sexual harassment is viewed, what constitutes sexual harassment, ways to prevent it from happening, the cause of sexual harassment, the conduct, consequences, types, laws, how it should be handled in the workplace and also give my view points In 1980, the Equal Employment Opportunity Commission (EEOC), issued its first formal guidelines on sexual harassment to give employers some directions on what qualifies as sexual harassment and knowing the specifics. According to The Equal Employment Opportunity Commission website sexual harassment is defined as unwelcomed sexual advances, request for sexual favors, and other verbal or physical conduct of a sexual nature. Professor Vicky Schultz article “The Sanitized Workplace,” reference that most management theorists and feminist lawyers believe that sex does not have a place in the workplace. In Professor Schultz’s article The Sanitized Workplace, Schultz goes on to say the American society’s most cherished beliefs are that the workplace is, or should be asexual. This means that in the workplace there should not be a distinction between males and females. Trying to do away with workplace distinction would close doors women have tried so hard to keep open that will allow some...
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...451728 cLaughlin et al.American Sociological Review 2012 ASRXXX10.1177/0003122412451728M Sexual Harassment, Workplace Authority, and the Paradox of Power American Sociological Review 77(4) 625–647 © American Sociological Association 2012 DOI: 10.1177/0003122412451728 http://asr.sagepub.com Heather McLaughlin,a Christopher Uggen,a and Amy Blackstoneb Abstract Power is at the core of feminist theories of sexual harassment, although it has rarely been measured directly in terms of workplace authority. Popular characterizations portray male supervisors harassing female subordinates, but power-threat theories suggest that women in authority may be more frequent targets. This article analyzes longitudinal survey data and qualitative interviews from the Youth Development Study to test this idea and to delineate why and how supervisory authority, gender nonconformity, and workplace sex ratios affect harassment. Relative to nonsupervisors, female supervisors are more likely to report harassing behaviors and to define their experiences as sexual harassment. Sexual harassment can serve as an equalizer against women in power, motivated more by control and domination than by sexual desire. Interviews point to social isolation as a mechanism linking harassment to gender nonconformity and women’s authority, particularly in male-dominated work settings. Keywords inequality, gender, power, sexual harassment The term sexual harassment was not coined until the 1970s (Farley 1978), but formal...
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...EMC Confronts Harassment Charges Introduction According to a lawsuit that was filed by two women of EMC are alleging sexual comments, company-paid trips, and also the failure to promote women for the same experience, and on the same basis as male employees where discrimination is not happening. While reading it states that women were being paid lower wages and thus may have been creating a hostile and offensive environment for women and thus making it harder for them to work there. It states that the firm has gathered 30 sworn affidavits from women supporting these allegations that the work-place was hostile and discriminatory. Review/Analysis of the Case The answer to question #1- Is in the book it states that sexual harassment is an unwelcome sexual advance, sexual favors, or any other verbal or physical contact that the employee is being put through. In this case according to the complaint that the women filed there were sexual comments, company paid trips to strip clubs and retaliation toward women who complain about the harassment. This is just one form of sexual harassment that goes on in any workplace worldwide. The law that was violated in this case was the unwanted sexual comments. The answer to question #2- Is yes, I think that EMC can continue to sell aggressively, however for them to avoid charges of sexual harassment and sexual discrimination they need to change their policy, and to give training classes on what is sexual harassment and what is not. There...
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...Describing the research problem The aim of this research proposal is to put forward a review of sexual harassment that women face at the workplace. Sexual harassment is a form of sex discrimination that violates Human Rights to equality in workplace. It is indeed very unfortunate to know that such an issue is still happening in an unrestrained manner in today’s world. In this report, sexual harassment will be first defined. Moreover, emphasis will be laid on the main issue of this research, that is, sexual harassment at work against women. Finally, we will examine how and why harassment occurs and the possible solutions to combat this issue at the workplace. We are targeting better understanding on how to provide a holistic perspective to sexual harassment. Throughout the report, the main focus will be to know and understand why women are the major victims of sexual harassment and what forms of harassment they have to face and why the case is so mostly. Aims and objectives The research proposal seeks to investigate the actual situation of sexual harassment for women at workplace. There are myths relating that sexual harassment occurs mostly to subordinates because of their professional vulnerability. It is also true that sexual harassment is not necessarily limited to sexual desire and physical attractiveness because sexual harassment is used to bully and intimidate the victims. Hence, we can see that no one is safe from this issue. Consequently, the aim of the research is to...
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...workplace pollution. Firenze (1978), defines hazard as any existing or potential condition in the workplace that, by itself or interacting with other factors, can result in deaths, injuries, property damage, or other loses. (p. 74) Some workplace hazards and conditions are observable and tangible. These hazards can be easily recognized and identified. A few examples of observable hazards would be an employee not wearing protective equipment, a wire sticking out of a socket, or a pool of water in a hallway. Other workplace hazards and conditions are less readily recognized as they are intangible. They are not as easy to predict, observe, mitigate or prevent. These hazards might include workplace pollution, aggression, abuse, harassment, and violence. While these hazards may not be as easy to predict, observe, mitigate or prevent, they are prevalent in today’s workplace and therefore stakeholders have a duty to ensure that employees are prepared to handle them. 87 years after The Famous Five opened the door to Canadian politics for women; they are still prevalent perceived differences between men and women in the workplace. Women’s physical capacities are still being considered to make them less fit for a job which would traditionally be assigned to men. Women’s occupational illnesses may be thought of to be due to their physical and psychological specificity rather than their jobs, and women’s reproductive specificity is considered to render them unfit to work...
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...on all issues you feel are in play. Include in your memo any laws which apply and any precedential cases either for or against Teddy's case which impact liability. Include your opinion of the "worst case" of damages the company may have to pay to Virginia. | | Your Answer: | Memo to CEO: Your company is in fact in liability for negligence in protecting the best interest of your employee, Pollard. Even though she participated in many of the sexual harassment situations your upper management did anything to stop or report any of the activities they were aware of. The people put n charge failed the company and Ms Pollard by not being responsible and assuming just as much responsibility as she had in the situation. Per the EEO guidelines: An employer is always responsible for harassment by a supervisor that culminated in a tangible employment action. If the harassment did not lead to a tangible employment action, the employer is liable unless it proves that: 1) it exercised reasonable care to prevent and promptly correct any harassment; and 2) the employee unreasonably failed to complain to management or to avoid harm otherwise An individual qualifies as an employee's "supervisor" if the individual has the authority to recommend tangible employment decisions affecting the employee or if the individual has the authority to direct the employee's daily work activities. A "tangible employment action" means a significant change in employment status. Examples include hiring, firing...
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...the chance for perceptions to develop of favoritism and unfair advantages one party in the relationship has over others is high. This is especially true if the relationship is between a supervisor or manager and a subordinate. People perceive situations differently. As a previous instructor at a technical training school for military recruits I was always told actual reality is not reality…PERCEPTION IS REALITY. In the Organizational Management textbook, Jim Sinegal further discovered that “it is the perception of reality-not reality-that influences behavior”. (p. 104) This leads to one of the biggest problems associated with office romances, which is, the potential for lawsuits. If the relationship ends badly, a law suit for sexual harassment may be filed by either the parties involved or any other employees that feels they have been treated unfairly because of the relationship. In an attempt to mitigate the chances for lawsuits many employers have adopted the use of...
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