...RH BUS 325 Winter Quarter 2009 Global HR Management Instructor: Sandy Hughes Date: March 22, 2009 Sexual Harassment in Global Human Resource Management When explaining about Sexual harassment in the workplace, it touched many situations. Sexual harassment is spelled out clearly as a form of discrimination. Therefore, in the United States, Sexual harassment violates Title VII of the Civil Rights Act of 1964. Sexual harassment often occurs when one employer or employee makes, uncomfortable, unwelcomed sexual advances, requests for sexual favors, verbal remarks and or physical contact of a sexual nature, to another employee, against their wishes. Abusing the fact that being in a supervisory position gives anyone a right to make sexual advances to management staff or employees is unacceptable at any time. According to today’s issues that are constantly updated from the U.S. Equal Employment Opportunity Commission (EEOC), sexual harassment normally occurs when the rejection of this conduct plainly affects an individual's employment, unreasonably hinders an individual's work performance or creates an intimidating, hostile and offensive work environment. Sexual harassment can be looked from many different angles, for instance: making unwanted jokes for suggestions, sexual gestures, touching or grabbing on any body part without employees consent, unwanted flirting, suggestive pictures and or emails and making employee feel uncomfortable when asked to stop on...
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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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...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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...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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...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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...Obama met his wife while employed at Sidley & Austin, LLP (Essence Magazine, 2010). Those involved in romantic relationships must ensure that the relationship does not interfere with the performance of either employees job by properly managing the relationship;Management is a necessity to protect both those involved in the relationship and the company itself (Cohen, 2009). As long as the individuals involved are able to differentiate the difference between the workplace and their relationship, a consensual relationship agreement can be used to protect the company's safety against sexual harassment claims should the relationship go awry. A consensual relationship agreement(CRA) is voluntary written contract that protects employees from claims of sexual harassment against the company (Hellriegel & Slocum, 2011). The agreement is to follow company rules in regard to sexual harassment, agreement that the relationship is voluntary and not a condition of employment and voids the right of privacy in the workplace in regard to the relationship if the relationship begins to affect job performance (Hellriegel & Slocum, 2011). According to the case study, evidence suggests that when employers try to...
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...three ethical issued are discrimination, employee layoffs, and sexual harassment. These three ethical issues are only some that people face in today’s workplace and in the environment on a day-to-day basis. Business Ethics is a form of applied ethics or professional ethics that examines ethical principles and moral or ethical problems that arise in a business environment. It applies to all aspects of business conduct and is relevant to the conduct of individuals and business organizations (Wikepedia, 2010). Ethical issues such as layoffs, discrimination, and sexual harassment are just a few of the issues companies are facing each day. Employee layoffs are ethical issues that companies are facing with today in this struggling economy. An employer may lay off an employee because he or she is not being productive or loyal to the company or the business isn’t doing well because of this struggling economy. Companies are finding themselves acquiring to cut costs and the easiest way to reduce costs is through employee layoffs. Sexual Harassment in the workplace is another ethical issue that should not be tolerated at any business. According to About.com, sexual harassment occurs when one employee makes continued, unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature to another employee against his or her wishes. Examples of sexual harassment may include unwanted jokes or gestures, offensive words, touching...
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... This brief features research related to conversing about sexual relations in the workplace between employees. Following the summary of the topic, there is an analysis of implications within App2go’s workplace environment in relation to the issue. The brief will conclude with recommendations for App2go to monitor and control the implications of discussing sexual relations within the work atmosphere. 2.0 Summary of the issue The current issue focuses on talking about sex/sexual relations within the workplace. Talking about sex has become very commonplace in today’s society; it has become very easy to cross the line between professional discussion and discussions meant for after work. It is becoming an ever-increasing problem within the workplace as persons and employees think of themselves as innocently flirting, cracking a joke or making a risqué comment (Seidenfeld,2010). The persons themselves may not have a problem with their actions and remarks; it may in fact be their co-workers who have difficulties understanding and dealing with the said actions. Small businesses are more likely to entail conversations about sex within the workplace due to the likeliness of little to no Human Resource censure (Cain,2015). App2go as a business has grown from a small business of roughly ten employees to a medium size business with over 100 in the space of three years. It is important to the business that the workplace environment is of high quality and respectable standard, regardless...
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...the responsibilities in the workplace increase; so does the number of hours employees are now forced to spend together. It is reported that men and women spend forty percent of their week in the workplace. The workplace has become a natural breeding ground for relationships that extend outside of the workplace. According to the Vault.com,”47 percent of the 1000 professionals surveyed had been involved in an office romance, and another 19 percent would consider it.”(Hellriegel/Slocum, 2011, p.65). The concern with the conduct of employees involved in romantic relationships in the workplace is fairly common; however, the burden to protect the employee and the company rest on the shoulders of the employer. The biggest concern for an employer is the fear of a sexual harassment lawsuit. Sexual harassment laws prohibit "unwelcomed" sexual advances. Additionally it creates boundaries for workplace relationships, legally binds employees to conduct themselves in a professional manner, and helps to protect the employer and employees from legal assessments of sexual harassment claims. Explanation & Documentation Before an employer asks that a couple sign a "consensual relationship agreement," the employer should meet with both employees independently and determine whether there is any possibility that the agreement is not consensual. In particular, the employer should: 1) make sure that the employee understands the company's sexual harassment policy; 2) emphasize that the...
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...HARASSMENT AT WORKPLACE In today’s world where harassment of employees, especially women, have become so common that it is important for the human resources to take steps to reduce the instances of harassment because it is only then that an organization might be able to keep together all its employees and hope to flourish. Harassment can basically take two forms under the fair employment law: 1) Where an employer, supervisor or co-worker singles a person out for harassment because of that person colour, race, creed, ancestry, national origin, age, disability, sex, arrest or conviction record, marital status and sexual orientation. 2) It’s when the content of the harassment itself relates directly to any of these protected characteristics. The most common harassment includes unwelcome sexual advances, request for sexual favours and verbal or physical conduct of sexual nature. You must be familiar with the Tahelka harassment case: The founder and editor in chief of Tahelka, an new delhi based magazine, Tarun Tejpal was accused of sexually assaulting a journalist, who was in 20s, while out-of-state press trip. The young journalist immediately resigned from the company and blamed the managing editor Shoma Chaudhury for resorting to intimidation, character assassination and slander when approached for help. There are two issues at play here: first the magazine did not have a formal way to address sexual harassment at the office. After admitting to his “untowered action” Tejpal...
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...Sexual Harassment in the Workplace 1 Lori Spence LDR 222 Workplace Diversity Owen’s Community College Professor Margaret Parker April 14, 2013 Sexual Harassment in the Workplace 2 Introduction Workplace Sexual Harassment is an issue that is very delicate. The facts are that sexual harassment occurs more than most employers, and employees would like to admit and since the recession the number of cases has risen. All claims of harassment and sexual harassment should be immediately investigated by the employer, in the same manner as other employee complaints. If the investigation confirms the allegations made, immediate corrective action should be taken, including counseling and if appropriate, suspending, demoting, or discharging the offender. In this paper we will look at the facts, causes, outcomes, employer/employee responsibility, and the statistics that are very alarming. Sexual Harassment is an issue that can be viewed in different ways depending on who is looking at the issue and why. We will also look at the alarming trend of male sexual harassment and why it has become almost as common in the workplace as female sexual harassment. I choose this topic because it was interesting that sexual harassment can mean many different things depending on who you ask. The fact that since the recession male...
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...Relationship Agreement (CRAs) between coworkers, corporate vice-presidents, executives, and/or managers in the workplace. It will present arguments for and against the use of CRAs in the workplace by analyzing the relationships between the basic organizational behavior models of individual groups and organizational processes. Additionally, this paper will discuss the ethical principles that are involved in the use of a CRA, how ethical decisions are made within an organization as it pertains to a CRA, and how these relationships impact and/or affect productivity. Finally, it will explore other options that would address the issue of workplace romance (Don Hellriegel & John W. Slocum, Jr., 2011). Keywords: Consensual Relationship Agreements, CRA(s) CONSENSUAL RELATIONSHIP AGREEMENTS (CASE STUDY) Discussion What is a Consensual Relationship Agreement (“CRA”)? “An agreement signed by employer and employees confirming that a romantic or sexual relationship between employees is voluntary and consensual” (Don Hellriegel & John W. Slocum, Jr., (2011). Let us face it, in today’s society; the majority of us spend most of our waking hours during the week, and for some, the weekend as well, at work. I would estimate that at least 30 to 40 percent of those waking hours are spent in the company of our coworkers rather than our family. At most workplaces, those hours are spent working very closely with coworkers, which creates the potential for meeting and...
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...issue of discrimination due to diversity is still a major issue in today's time. Discrimination still plays a dominant role in the hiring, firing, and promoting of individuals. Diversity does not just include dissimilar races, but age, gender, and religion as well. Most people do not sit and analyze the larger picture. Discrimination affects people all over the world. People of all ethnicities and from all different walks of life are influenced in some way by workplace discrimination. "Discrimination" means unequal treatment. One of the most common elements discriminated against is a persons ethnicity, or their race. This is called Racial Discrimination. Could you imagine being limited by something that has nothing to do with your skill or ability? If you look at the leadership positions of many of the world’s top companies, you will find few women occupying them. This contrast can also be related to the role of African American people in companies. It is very apparent when you think about the number of Black CEOs versus White leaders, something is preventing them from reaching the top. Although many people believe racial discrimination is mostly a thing of the past, it is still prominent as an invisible barrier in one of the most prominent areas of life, the workplace. Racial discrimination happens all the time and most of us are unaware of it. The most common place for this to happen is in the workplace. Now people can be discriminated against because of their race,...
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...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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...Consensual Relationship Agreements Shavonnie J Deans Dr Sonia Heywood BUS520: Leadership and Organizational Behavior July 22, 2012 In today’s society, a majority of one’s time is spent inside of the workplace. Due to working so closely with the opposite sex, some may develop interest in others and a relationship is developed. According to Ruth Houston, author of Problems that Consensual Relationship Agreements Cause, today’s workplace is the new singles bar or place for people to engage into extramarital affairs. These relationships often raise eyebrows, lead to whispers at the water cooler and blank stares in the break room leaving some co-workers in discomfort. In order to protect themselves as well as the employees organizations have incorporated into their policies consensual relationship agreements or CRA’s. Hellriegel and Slocum define CRA’s as a written contract in which the romantically involved agree to acknowledge certain terms in regards to their relationship. These contracts are used in the best interest of organizations to avoid any issues that may arise such as sexual harassment, discrimination or violations of workplace conduct policies. This paper will discuss the benefits of using consensual relationship agreements (CRA’s), arguments used against it, the ethical principles involved as well as other options that can be used in place of CRA’s. Should all organizations include consensual relationship agreements...
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