...Running Header: Harassment Name of Paper: Sexual Harassment Student’s name: Course number and name: SOC 402 Contemporary Social Instructor’s name: Gwendolen Stutler Date submitted: 23 November 2015 Running Header: Harassment This paper will discuss the effects of Sexual Harassment in the workplace and working environment. In today’s society and work environment, sexual harassment in no longer tolerated but as we know this was not always the case. In the past, sexual harassment was acceptable and in majority of the situation’s involved male supervisors using there positional power over female employees to make unwanted sexual advances. “Types of Sexual Harassment - Instances of sexual harassment generally fall into two categories. In the first type, usually called quid pro quo, the harasser explicitly or implicitly makes success in a job, classroom assignment, or some other situation contingent on the victim’s submission to the harasser’s unwelcome sexual demands. Harassers in this category include the supervisor who promises a raise or promotion in exchange for sex, or penalizes an employee who refuses, and the professor who rewards a student’s sexual compliance with a good grade on a term paper. In the second type, often labeled “hostile environment,” the harasser’s sexual conduct, whether verbal or physical, places the victim in a situation that a reasonable person would find offensive...
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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 actions...
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...Discrimination and Harassment Discrimination can be best defined as an individual or a group being treated less favorable than others mainly in part because of their race, national origin, sex, age, disability, religious beliefs and sometime sexual preference. Harassment on the other hand is a type of discriminatory act or conduct where an individual is singled out and unwillingly subjected to unwanted behavior by another because of their race, sex, age, national origin, religion, and disability. Discrimination and harassment are both illegal and unwarranted behaviors or treatments that have been imposed on specific individuals or groups for many of years since 246 years ago before slavery was abolished to Hitler’s Nazi Germany anti-Semitism era (Bennett-Alexander & Hartman, 2009, p.98). People from all walks of life have endured discrimination and harassment in one type of form or another rather it be race, sex, or national origin. For this reason alone many lives were sacrificed in creating and enacting the single most powerful piece of legislation as Bennett-Alexander et al stated, “ that has helped to shape and define employment law rights in the history of the United States” , The Title VII of the Civil Rights Act of 1964 (2009, p.97). The United States is a “melting pot” and because of this all people who live in here should be treated equal, not according to race, sex, or national origin. Discrimination and harassment of any form is not only illegal, but...
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...Sexual harassment is a form of sex discrimination that violates Title VII of the Civil Rights Act of 1964. Sexual harassment may occur when there is unwanted sexual advances, requests for sexual favors, and other illegal physical or verbal Sexual nature It is behavior that interferes with the individual's job performance or creates an intimidating, hostile and offensive work environment. Sexual harassment is a serious problem in the United States. It is not only the employees who are victims of sexual harassment who suffer devastating emotional blows for a long time. There are different types of sexual harassment and different causes. Each state has different protections against sexual harassment. For example, Alabama allows an employee to sue an employer for sexual harassment. In comparison, Vermont law requires every employer to adopt a policy against sexual harassment. Other states do not have specific laws that prohibit or punish cases of sexual harassment. Sexual harassment can be verbal (like making rude comments about someone), but it not necessarily have to be spoken. Stalkers may use technological gadgets to sexually arras someone , like a smart phone and social network. Sometimes sexual harassment can become...
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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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...Sexual Harassment Paper HRM320: Employment Law Professor Maccarthy DeVry University Online Felicia Rodriguez Sexual Harassment Paper Sexual Harassment can happen to anyone of any sex. Harassment can occur between employees of the same sex or different sex. Sexual Harassment includes sexual comments, inappropriate touching, unwelcome sexual advances, and request of sexual favors, verbal or physical conduct that creates an offensive or sexually charged working environment. Many people don’t understand the laws behind sexual harassment in the work force. Sexual Harassment is a form of sex discrimination that occurs in the workplace. People who are victims of sexual harassment may sue under the Title VII of the Civil Rights Act of 1964, which prohibits sex discrimination in the workplace. In the Federal courts sexual harassment was not recognized as a form of sex discrimination until the 1970s, because the problem was that it was originally perceived as isolated incidents of flirtation in the workplace. Employers are now aware that they can be sued by the victims of the workplace that are being sexually harassed. The courts and employers generally use the definition of sexual harassment contained in the guidelines of the U.S Equal Employment Opportunity commission (EEOC). This language has been formed as the basis for most state laws prohibiting sexual harassment. The guidelines state that unwelcome sexual advances, requests for sexual favors, and other verbal or physical...
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...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 on the basis of these factors...
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...Low pay is not the only type of sexism there is in American women also experience sexism in the form of sexual harassment. Studys shows that 1-3 women have been sexually harassed in the workplaces. Out all of the women, 71% did not report it in fear of losing their job or having constant harassment. That means only 29% of women reported their sexual harassment. Out of all the women that claimed to be sexual harassed 81 %have experience harassment verbally such as name-calling, making sexual noises, Joking about sex, or suggesting having sex with someone. 44% have encountered unwanted touching, such as kissing, hugging, touching of private parts or touching someone in any way when asking not to please remember NO means No . 25% received text...
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...Harassment can be described in general terms as aggressive or hostile interaction at the workplace. It is one of the most extreme psychosocial strains that can occur in the work environment which can cause great personal harm as well as litigation and liability issues. According to Walsh (2010), hostile work environment harassment is a form of discrimination burdened with conflict at the workplace. It can happen between colleagues of the same rank as well as between supervisor and subordinates, races, sex, religious sects, and ages to name a few examples. A person or persons are considered to be inferior and are attacked directly or subtly by one or several others in a systematic way and often over a considerable period of time with the result of excluding them or discriminating against them on the job. The harassed person would consider the aggression as discrimination or exclusion. Sexual harassment or any unlawful harassment of any nature violates Title VII of the Civil Rights Act of 1964. This negative conduct creates a very hostile environment and can very well affect an employee’s employment status and benefits along with their well being. Anyone from a business representative, to a co-worker, contractor, vendor, or non-employee can commit this act. Victims can be anyone affected by conduct like this, not just an individual that the act is directed to. Sexual harassment can create a very hostile work environment. Individuals or groups can create this kind of...
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...Pollard Case The reason why I write this memo is to respond to your request for the facts regarding to the alleged sexual harassment of Virginia Pollard case and the possible liability that Teddy’s Supplies could be facing. Moreover, I strongly believe that you should know specifically which liabilities you are exposed to, the likelihood of being found liable, and the worst case damages that could be given to Ms. Pollard. She would argue that there was a violation of Title VII of the Civil Rights Act of 1964, which forbids sexual discrimination in the workplace, which may lead her to state that your workplace is a hostile environment. This is defined as discrimination in the form of foul physical and verbal conduct which is related to her constitutionally protected classification. To support this position, Pollard will raise the case Faragaher v. City of Boca Raton in which the court can find out that Teddy’s Supplies will be liable for the conduct of its employees. Mr. Steve King, your new warehouse supervisor, did create such a hostile work environment around Pollard which included elements of sexual harassment. This would include any pranks in which she was the victim in the warehouse and sign posted on a truck that read “Hardhat required/bra optional”. Steve King created an environment where Pollard could be uncomfortable. The Teddy’s Supplies sexual harassment policy, which stated...
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...Facts Ms. Virginia Pollard was employed as a cashier and clerk for Teddy’s Supplies store in West Orange, New Jersey. She was sexually harassed (according to the company’s sexual harassment policy) during her assignment at the main warehouse where she was the only female employee. The following actions by Pollard’s male counterparts at the warehouse constitute employment discrimination under Title VII of the Civil Rights Act of 1964: I. Playing regular pranks on Pollard while on the job, including, II. Taping her drawer shut III. Filling her work station with trash IV. Backing a forklift up to the door and causing it to backfire in Pollard’s ears. It is important to note that, Virginia’s performance was satisfactory as she was clearly meeting expectations and received no negative commentary from her supervisor during this particular period wherein she faced employment discrimination. Eventually, Pollard was fired when she lifted one side of her shirt in the back and exposed part of her bra on her backside. However, none of her male coworkers/counterparts never received any form of discipline for their earlier actions of sexual harassment/employment discrimination against Ms. Pollard. In November 2008 Ms. Pollard filed a charge of sex discrimination with the New Jersey Commission on Human Rights. Teddy’s Supplies Potential Liability...
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...Sexual Harassment Burlington Industries, Inc. V Ellerth Sexual Harassment is a crippling realty in any workplace. Since sexual harassment is considered a problematic issues in today’s realty, the effect of the outcome can be very devastating to any organization, individuals who the victim or the accuser, which is why any harassment situation should be reported, so that others would learn and be aware of violating violates TITLE VII of the Civil Rights Act of 1964. In fact, sexual harassment is not necessary about sex but rather more of power. “In the hands of the wrong person, power can be dangerous. That's especially the case in the workplace, where the abuse of power can lead to sexual harassment” (http://www.sciencedaily.com/releases/2007/04/070403184604.htm) empowerment can mean anything however in a workforce environment it can either have a positive side or a dark side which that is very common in today’s realty. In any organization there are individuals who use empowerment to inspire and there are others who uses as an advantaged on their behalf. What is sexual Harassment? “is defined as unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature such that submission to or rejection of this conduct explicitly or implicitly affects an individual’s employment, unreasonably interferes with an individual’s work performance, or creates an intimidating, hostile, or offensive work environment." (http://www.allisontaylor...
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...without a doubt say that I would not have want a job before the 1964 Congress enacted the Title VII of the Civil Rights Act. Title VII was one of the major legislation that was a direct result of the civil rights movement in the 1960s. A famous civil rights leader by the name of Martin Luther King Jr. Was very instrumental in obtaining this act and he believed that everyone should be treated fairly and that minorities should not be given a job based upon the color of their skin. Congress must have agreed because in 1964 President Lyndon Johnson signed the legislation and the minorities all over the world began to get a fair shot in the employment industry. Title VII states that it is illegal for an employer to fail or refuse to hire or discharge an individual, or discriminate against him based upon his race, color, religion, sex, or national origin. This law also states that an employer can’t segregate or classify employees/applicants in any way that would deprive an individual of employment opportunities because of an individual’s race, color, religion, sex, or national origin. Title VII applies to companies that have 15 or more employees that work 20 or more weeks a year and are involved in interstate commerce, state and local governments. This law also applies to employment agencies and labor organizations as well. Although at this time Title VII doesn't include discrimination on the basis of sexual orientation most of the states have a policies in place...
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...Sexual Harassment is a problem that affects all segments of the public and private sectors. It seems that over the past ten years the incidence of sexual harassment has increased dramatically. Some examples of high profile sexual harassment include Bill Clinton and Monica Lewinsky, Bill Clinton and Paula Jones, and Kobe Bryant and a Colorado teenager. These are just a few examples of how far reaching sexual harassment is in today’s society. One of the major problems with sexual harassment is the ability to identify whether sexual harassment is real and what do if it happens. Often, sexual harassment is a matter of he said, she said and there are often no witnesses to the alleged sexual harassment. Another problem with sexual harassment is the ability to discipline in a consistent manner. Employers often struggle treating employees consistently due to many factors such as length of employment, performance, and rank in the company. During the case all of these issues will be addressed and supported with information from the text, governmental laws, and industry leaders in sexual harassment and HRM. One of the largest problems with sexual harassment is the identification that harassment has actually occurred. Sexual harassment as defined by the text is “Unwelcome sexual attention that causes the recipient distress and results in as ability on the part of the recipient to effectively perform the job”. (Human Resource management 601) Most of the time sexual harassment is a he said...
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...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...
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