...MAIN POINT 1: 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...
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...There are four methods of cerebral lateralization to study the different functionalities of the left and right hemispheres. These methods include the sodium amytal test, the dichotic listening test, and functional brain imaging moreover, the relation between handedness and language lateralization method. In the sodium amytal test, patients’ language abilities are assessed by a neurosurgeon before going into surgery. In the sodium amytal test, sodium amytal is injected into the carotid artery on a side of the neck (Pinel, 2009). The injection anesthetizes the hemisphere on that side for a few minutes, which allows capacities of the other hemisphere to be properly assessed (Pinel, 2009). In the dichotic listening test, "Three pairs of spoken digits are presented through earphones; the digits of each pair are presented simultaneously, one to each ear" (Pinel, 2009). An example of this process may be a subject maybe hearing a particular sequence 3, 9, 2 through one ear and at the same time 1, 6, 4 through the other ear; and then the subject will be asked to report all the digits at the end of the sequence. The test reveals that the left hemispere is the one that most people show dominance in because they hear slightly better in their right ear. In functional brain imaging, while the subject engages in some activity, such as reading, the activity of the brain is monitored by positron emission tomography (PET) or functional magnetic resonance imaging (fMRI) (Pinel, 2009)...
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...Brian jones #097833 Sexual Harassment in the Workplace March 05, 2015 I. My topic of choice Sexual Harassment. I will be outlining different points of sexual harassment within the workplace. a) What is Sexual Harassment? b) The types of Sexual Harassment. c) Employer’s responsibilities. d) Law’s against Sexual Harassment. e) Ways to stop Sexual Harassment. II. What is Sexual Harassment? f) Sexual harassment is uninvited and unwelcome verbal or physical behavior of a sexual nature especially by a person in authority toward a subordinate (as an employee or student) (Webster, 2015). g) It may include advances by women on men, men against men or women against women but typically it’s men against women. III. Types of Sexual Harassment * One type of sexual harassment is Quid Pro Quo. * When a supervisor or a person of authority uses sexual harassment towards other employees to keep their job or for job benefits such as raises or promotions. * One instance of harassment can lead to a quid pro quo claim. If it becomes more than one instance of sexual harassment, it is considered a hostile work environment. * Another type of sexual harassment is hostile work environment. * When the harassment is unwelcomed, based on sex, and is severe enough to create an abusive or offensive environment in the workplace (Reuters, 2014). * This type of sexual harassment can lead to legal...
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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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...On Janet’s first full day at work in my company’s claims/billing department, Robert the supervisor asked her out to lunch to celebrate her coming on board. They hit it off and continued to have lunch together twice a week which led to a more intimate relationship. As the couple grew closer, they would talk about their career aspirations and Janet would speak of her wishes to move up in the company. On one occasion, Robert mentioned that if he had the power he would promote her. After nine months the relationship w ended. At her one year employment, she requested promotion and was denied. Sandra, another employee who started working the same time got the promotion. Janet believes that her breakup with Robert was deciding factor on her not getting the promotion. In this scenario Janet does not have a sexual harassment claim. Although the relationship was inappropriate because it crossed the lines between supervisor and subordinate the relationship was mutual and there weren’t any contingencies. She wasn’t forced into anything and she welcomed the relationship. There was never any fear of reprisal and there was no mention of a negative impact on the workplace. By definition Sexual harassment is a form of sex discrimination that violates Title VII of the Civil Rights Act of 1964. Unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature constitutes sexual harassment when submission to or rejection of this conduct explicitly...
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...Sexual Harassment in the Workplace Sexual harassment is unwanted and unwelcome behavior, or attention, of a sexual nature that interferes with your life and your ability to function at work, home, or school. Sexual advances, forced sexual activity, statements about sexual orientation or sexuality, requests for sexual favors, and other verbal or physical conduct of a sexual nature all constitute sexual harassment. The behavior may be direct or implied. Sexual harassment can affect an individual's work or school performance, and can create an intimidating, hostile, or offensive environment. Sexual harassment is largely a form of gender discrimination, or discrimination "based on sex" such as requiring someone to submit to sexual demands, quid pro quo. However, this can also be a form of discrimination against homosexuals who are often targeted because of their orientation. In the United States, sexual harassment is mostly defined under civil law, though some states and countries also define it under criminal law. Moreover, the problem can escalate to involve criminal offenses, such as rape and stalking. And a vast majority of sexual harassment situations go unreported. According to dotcr.ost.dot.gov “I think that sexual harassment should also be defined under criminal law everywhere when the harassment reaches a certain level of intensity, it’s a shame that most cases go unreported. There should be better measures to prevent and monitor sexual harassment.” ...
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...a) Sexual harassment “is intimidation, bullying or coercion of a sexual nature, or the unwelcome or inappropriate promise of rewards in exchange for sexual favors. In most legal contexts 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 sexual nature”. http://en.wikipedia.org/wiki/sexual_harassment Quid Pro Quo is “most often means a more-or-less equal exchange or substitution of goods or services. English speakers often use the term to mean “a favour for a favour” and the phrases with almost identical meaning include “give and take”, “tit for tat”, “this for that”, and “you scratch my back, and I’ll scratch yours”. http://en.wikipedia.org/wiki/Quid_pro_quo Hostile work environment sexual 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. It is distinguished from quid pro quo sexual harassment, where a direct supervisor seeks sexual favors in return for something within the supervisor’s powers, such as threatening to fire someone, or offering them a raise. Quid pro quo has been recognized as actionable for decades...
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...Do You Really Understand Sexual Harassment? 1. Only physical acts by one employee against another are considered sexual harassment. a) True b) False 2. Failing to hire or promote someone because he/she will not date you is sexual harassment. (a) True (b) False 3. A victim or target of sexual harassment can go after the alleged harasser's personal assets as well as those of the agency/organization in question. (a) True (b) False 4. Dirty jokes, language and actions of a sexual nature, and asking a coworker repeatedly (after they said no) out for a date may be construed as sexual harassment. (a) True (b) False 5. A company with a sexual harassment prevention policy is protected from accusations and complaints of sexual harassment in the workplace. (a) True (b) False 6. Sexual harassment laws protect only women in the workplace. (a) True (b) False 7. The agency/organization does not have to worry about sexual harassment when it comes to the actions of a sexual nature by non-employees. (a) True (b) False 8. Requests for sexual favors constitute most sexual harassment incidents. (a) True (b) False 9. Most people don't truly understand sexual harassment federal laws and the impact they have on agencies/organizations in the United States. (a) True (b) False 10. Sexual harassment is inevitable regardless of what employers or their employees do to avoid it...
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...The harassing of place of work is any or not desired annoying control which disparages or shows the hostility or an aversion towards another person on the basis of characteristic protected by the law, which includes the race of an individual, the color, the kind, the origin ethnic or national, the age, the religion, the incapacity, the marital status, the sexual orientation, the identity of kind, or any other personal characteristic protected by law. A control is annoying if the employee did not request it, did not encourage or did not cause, and the employee regarded control as undesirable or wounding After a careful examination EC case, these is the results which feeling sorry for it, Mrs. Pollard, was placed in a “hostile” environment under the monitoring of king de Steve. While it is not illegal that a woman works among a group of the men, the careful judgement should be employed by the employer while determining if the environment of work is appropriate for the males and the females. In general, it is not in good practices to have a female to work with all the male colleagues. Pollard constantly was badgered by his/her six male colleagues because it was the victim of the rascals made by them which extended to attach adhesive tape to its closed drawers of office, closing it out of the hut of guard and thus obstructing it with key to carry out its work since it was responsible to observe the inventory of warehouse, to fill hut with guard of refuse, and to put it in the useless...
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...Online Harassment and Cyber Mobs – Non-fiction, Essay “Online Harassment and Cyber Mobs” is a speech written by Anita Sarkeesian. The speech is for the feminist Frequency website published December 5, 2012. In the speech Online Harassment and Cyber Mobs Anita Sarkeesian talks about the major issues of Cyber Mobs and its consequences. She starts out telling how she herself became the villain of a massive online game in real life, by simply launching a fundraising campaign about how women are being represented in video games. This lead to a massive online hate campaign managed by a bunch of male adult gamers. Sarkeesian tells about how the worst part of it was that all this display of misogyny and harassment, the gamers referred to it as being a game and therefor justifying that what they did was acceptable. Sarkeesian points out, how this is a major issue that often happens and that there should be put an end to it immediately, because it’s not just a game it’s cyber bullying. In the speech Sarkeesian is using a lot of different rhetorical means such as the appeal forms and Toulmin model of Argumentation. By doing this she engages her audience more and gets her message trough clear and loud: women in the media, especially in games are being portrayed as sexually and downright oppressive objectified stereotype, and this is a problem. But how well does she use rhetorical means, and how reliable appear she as a sender? In the speech Online Harassment and...
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...Why I Decided to Return Back To School 6/19/14 Kathy Davis Professor Nancy Segovia Returning back to school was a very natural decision for me. It seemed to be the next logical step in my personal and careers goals. My ultimate goal is to be healthy and happy and be a good role model for my family members. I am more mature with my decision to return back to school now. The initial thought I had about returning back to school was that of apprehension due to the fact that I struggled a great deal throughout junior and high schools and had a false belief for years that I would not be successful if I attempted to go to college. I let my twenties, thirties, and my forties pass me bye with this belief firmly in me in my thinking and there was no one or anything to convince me of anything else, because I allowed my fear of failure to rule me all these year. I wanted to do something that was really going to have a lasting impact to someone’s life. Immediately thought about my children, letting them know it’s never too late to get a degree from any college. Going back to school can be a tough decision but being positive and having confidence can lead to success. Now that I am stable in life than I was when I finished or even years ago when I was considering going to school again I am more mature with why I decided to return back to the decisions I made forward toward...
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...Sexual Harassment Sexual harassment is described as “intimidation, bullying or coercion of a sexual nature, or the unwelcomed or inappropriate promise of rewards in exchange of sexual favors” by Wikipedia. Sexual harassment is illegal. The Equal Employment Opportunity Commission states “It is unlawful to harass a person ( an applicant or employee) because of that person’s sex” (Wikipedia). It can include harassment, unwanted sexual advances, asking for sexual favors, and talking or acting in a sexual manner. It can also include making derogatory remarks about a person’s sex. The victims of sexual harassment can be male or female as well as the harasser. The harasser can be anyone that the victim comes in contact with from the highest management position to just the regular hourly worker. Many victims are hesitant in reporting sexual harassment for fear of retaliation. This is my story: I used to work at McDonald’s in Richmond, VA. I started as a crew person and worked myself up to shift manager. A few months after my promotion cooperate sent us a new general manager. I will call him “Joe”. When Joe first started at my store he was all business and no nonsense bur after a couple of months Joe started to change. He became very touchy feely with the female employees. The female employees became the object of sexual innuendos whenever we had to talk to him. He did not care about the age, size or race. He acted like his attitude was that since we were females we were...
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...Sexual Harassment Deborah C Gilliam 06/22/2014 MGMT402 -1403A-02 Jonathan McGovern Sexual Harassment In the United States they have many laws that protect individuals from different types of harm, including regulations that protect individuals from sexual harassment. These regulations describe, sexual harassment, which consist of behaviors as sharing explicit jokes, and official papers, incongruously touching and individual and basing decisions on the serenity of sexual request. Sexual harassment regulation in the United States gives equal protection and remedy to males and females. These regulations also apply to events where sexually incongruous behavior occurs amongst the members of the same sex. The United States has a body of guidelines recognized as the Unlawful Workplace Harassment Policy. These guidelines proscribe state personnel from making sexual remarks that generate an intimidating work atmosphere, demanding sexual nepotisms as a work condition or making undesirable sexual advances. This strategy gives a worker 30 days succeeding an occurrence to file a grievance with her company. A company who accepts such a grievance must respond within sixty days. If a target of sexual harassment is not gratified with the deed taken by her company, he/she has thirty days to petition to the Office of Administrative Hearings and the State Personnel Commission (M, 2011). A member of staff who is sexually harassed may also file a grievance with the Equal Employment...
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...JOB: Draft a performance action plan for a company to follow when providing discipline in response to complaints of sexual harassment. Use the Library or other Web resources if needed. Introduction A performance action plan or Performance improvement plan (PIP) , is a plan conceived by human resource to put in place measures to deal with employees whose accomplishments and behavior are not at par with the company’s paradigm. They provide management with a definite set of rules which can be applied to deal with any form of misconduct within the organization. When dealing with complaints on sexual harassment, a similar procedure is followed to investigate and curb the situation at hand. Sexual harassment is the practice of sex inequity in the workplace which can either take a psychological or physical form. An individual who has been sexually harassed feels afraid and as though their personal space has been violated. Discussion The first step in solving the problem is to define the problem itself. When Human Resource is approached with such a claim, the first step is to take the details of the employee and write down all the situations in which the harassment occurred. The second step is to carry out an investigation. It is the work of management to investigate and find out whether the alleged claims hold water. This is done by taking statements from the parties involved and assessing the giving information. It is the duty of all managers and superiors to take seriously, all...
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...Hate and discrimination are very strong word to be used in this world; the word hate and discrimination are everywhere. Hate and discrimination are the reason why many people are doing many things to harm each other because of the word hate has been affecting them in many ways. Hate and discrimination are behind the reason toward race, deaf, gender, and entire of the groups. Hate creates violence has been currently affecting many thing to twist many ideals including the Nazi and many others. I have faced any things Hate toward Hate me for the reason that I am very good athlete and many people don’t like idea of deaf kid who starts the position over another kid who the society considered normal kid who can hear. I have faced discrimination because I just have hearing loss which doesn’t mean anything to me but it does to with them since they do not understand how does it feel to be a deaf person and able to do anything just except to hear but in hearing world, of course they do rely on their ears but they do not realized they do rely on their eyes but to us we do rely on our eye and we know eyes means a huge importance to us meant for that is the main reason how we function well with our culture with our own very eyes the success of hate would impact by how I would change the word Hate or I would not use it hate is very strong word to say out in an expression which would impact people to make their own actions to be harmful to another. It is very sad that there...
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