...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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...Case Study: Pomodoro, Inc.: Food and Beverage industry. USA employment related Laws and Regulations which includes Anti- sexual harassment and a comprehensive interpretation of the laws as they apply to Pomodoro, Inc. Introduction: Pomodoro, Inc. will need to become familiarized with the employment laws and regulations that are governed by the United States Department of Labor and the United States Equal Employment Opportunity Commission. This paper will give a summary of each law or regulation. This position paper is going to brief the audience globally on the USA employment laws and regulations but not limited to Sexual harassment, Wage and Salary Legislation, Recruitment, Interviewing, Affirmative Action, Equal Employment and the ADA. This paper will go over the history of a few of the important acts that have been passed over the years to protect employees in the United States. It will also discuss the major protections that these acts provide and who are eligible for that protection. Now that the Pomodoro, Inc. is now a global business environment, the working individual overseas are relying on paid work, to make a living, and for the social and economic wellbeing of the community where they live, and encouraging more and more people, organizations, even nations to concern about the employment relationship. ('UK'). What is Employment Law and why is it important? Employment laws are put into place to protect employees from any mistreatment by their employers...
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...Introduction: The purpose of this paper is to analyze the USA employment regulation after a merge has occurred globally. This position paper is going to brief the audience globally on the USA employment laws and regulations but not limited to Sexual harassment, Wage and Salary Legislation, Recruitment, Interviewing, Affirmative Action, Equal Employment and the ADA. This paper will go over the history of a few of the important acts that have been passed over the years to protect employees in the United States. It will also discuss the major protections that these acts provide and who are eligible for that protection. Now that the Pomodoro, Inc. is now a global business environment, the working individual overseas are relying on paid work, to make a living, and for the social and economic wellbeing of the community where they live, and encouraging more and more people, organizations, even nations to concern about the employment relationship. ('UK'). What is Employment Law and why is it important? Employment laws are put into place to protect employees from any mistreatment by their employers and are a vital part of a country's efforts to protect its citizens. Most countries have their own version of laws protecting workers, but in general, employment laws address the following concerns: employees being overworked, placed in an unhealthy or dangerous environment, or rendered unable to work without appropriate compensation. In some countries, employment laws also guarantee that workers...
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...Title: Sexual Harassment in today’s workplace Instructor: John J. Lucas Student name: Janbota Syemyeikhan Human Resource Management – OBHR 63300 2014 Sexual Harassment in Today’s Workplace According to recent studies, there were more than 11,000 sexual harassment complaints filed with EEOC each year between 1993 and 2011. (Neo, Hollenbeck, Gerhart & Wright, 2013, p. 134). It is easy to conclude that sexual harassment issues have been widespread in the United States. As an employer, organizations have to maintain a workplace that is free of sexual harassment. An organization has a legal responsibility and an obligation to its employees to provide a safe workplace. If organizations allow sexual harassment to flourish in the workplace and do not take any action to protect their employees, the organizations potentially will face numerous problems. For example, companies could have a poor employee morale and low productivity. Also, companies may even have to pay huge sums of money for sexual harassment lawsuits. My paper explains what sexual harassment is, and describes various types of sexual harassment in today’s work place. Identifying and addressing sexual harassment is a significant challenge for employers. Another important aspect the paper will cover is how to deal with sexual harassment, and how to prevent it from happening. Moreover, managers need to know how to create a hospitable work environment, how to educate and train employees...
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...DEFINING THE TWO TYPES OF SEXUAL HARASSMENT Abstract This paper is an analysis of the two types of sexual harassment as defined by the Equal Employment Opportunities Commission. It examines Quid Pro Quo harassment and a hostile working environment and how it affects leadership, employees and the atmosphere in the work place. It will define the victim’s rights and the consequences the offender may face. Finally, it reveals methods that can be used to prevent harassment in the work place. History showed the need for legislatures to enact new laws to help employees and employers defend themselves from sexual harassment suits. When the federal law prohibiting sexual harassment in the workplace was enacted in 1964, it made certain that employers were responsible for preventing and stopping sexual harassment in the work place. The law, definition and preventive measures made it possible for employees to defend themselves and retain their jobs. Employers have defended themselves and employees alike by enacting policies and procedures that define and interpret sexual harassment and what constitutes an offense. Conclusions based on the research of literature regarding sexual harassment indicate that after years of defining harassment, creating laws and policies, evidence shows that harassment is still a factor in the work place. Sexual advances, and hostile work environments still exist and employees are looking towards management to provide them...
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...Sexual Harassment Paper HRM320: Employment Law Professor Brian Lahargoue DeVry University Online Whitley Thomas Introduction Sexual harassment is an act that many individuals are involved in daily. Regardless of the reason why a person are harassed; sexual harassment is illegal, unwanted and makes the individual being harassed feel uncomfortable. Many people believe that women are the only individuals who can be harassed. This is a false belief, as men can be sexually harassed as well. Many individuals do not report sexual harassment for fear of a hostile work environment and to prevent embarrassment. Throughout this paper, we will discuss sexual harassment, the different types of sexual harassment and examples. Whether someone harasses someone on purpose or not it is still unacceptable and is punishable by law. Define sexual harassment as the term is used legally. According to Law.com, sexual harassment is defined as "unwanted sexual approaches (including touching, feeling, groping) and/or repeated unpleasant, degrading and/or sexist remarks directed toward an employee with the implied suggestion that the target's employment status, promotion or favorable treatment depend upon a positive response and/or "cooperation" (Sexual harassment, 2013). An example of sexual harassment would be an executive assistant's boss telling her he would give her a promotion or incentive if she went on a date with him. Explain how sexual harassment differs from gender discrimination...
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...compensatory damages for being a victim of sexual harassment in the workplace. Granted, the NY Knicks possess the financial resources to recover from such a large jury award. However, some companies would be crippled by this dollar amount. These types of monetary awards come directly from the ‘bottom line’ of a company’s income statement. To put it into perspective, one must think how much revenue a company would need to generate in order to net (“bottom line”) the millions of dollars paid to the winning plaintiff. Needless to say, this subject is a serious matter to employers. Aside from the legal and ethical concerns, there are major financial implications associated with this matter. The example cited in this paragraph is only a single party action. Class action suits could trigger even greater financial payouts! Also, according to recent statistics directly from the Equal Opportunity Commission (EEOC), the EEOC received 12,510 charges of sexual harassment and recovered $49.9 million in monetary benefits in 2007 alone (excluding monetary benefits obtained through litigation). Given the potential for financial devastation, it is imperative that an employer take proactive measures to prevent and/or stop sexual harassment from occurring in the workplace. In the event a party does file a sexual harassment charge and/or law suit, a company needs to defend itself appropriately. Let’s explore this matter more deeply! The main federal law prohibiting discrimination in the...
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...Sexual harassment can be defined as a form unwelcome verbal, visual or physical conduct of a sexual nature that can be described as being severe or pervasive in nature. It is a discrimination against sex which violates Title VII articulated in The Civil Rights Act of 1964. This federal law formally forbids any discrimination in employment on the basis color, race, sex, religion or national origin and employers with 15 or more employees are restricted under this law. The overall effects of such activities at places of work are that they cause a hostile working environment which means that they directly affect working conditions of most workers. Sexual harassment can be able to take place anywhere beginning from schools, universities and places of work. There is a verb small difference between occasional unwanted sexual advances and comments that people thing that they might be deemed inappropriate. Sexual harassment can really affect the way your employees approach all that you are doing. The main focus of this research paper will be on the status of sexual harassment at places of work in the United States. The research paper will be able to investigate the current state of sexual harassment in the workplace in the United States. As it stands at the moment, there is no specific cause of sexual harassment at the place of work. Although there is this notion that sexual harassment is mainly caused by provocative dressing or enticing behaviors by the victims, high chances are that...
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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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...Introduction The topic of this paper deals with the selection and managing of employees as it relates to discrimination and sexual harassment. Discrimination and sexual harassment are two very hot topics that are indicative of bias in the hiring process and an environment of hostility and offensiveness in the workplace. It is unlawful to discriminate against an applicant and with anti-discrimination legislation in place; the employment recruitment and selection can only be based on the potential candidate's ability to perform assigned tasks. Attributes such as the level of experience, degree of education, and the quality of skills should be the only factors of consideration with no regard to disability, age, ethnicity, gender, or other distinguishing characteristics of the applicant ("Discrimination in the Selection Process”). Sexual harassment in the workplace can come in form of sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature. There are two types of sexual behaviors that are unlawful: quid pro quo sexual harassment and hostile-environment sexual harassment. Quid pro quo sexual harassment happens when an individual's submission or rejection of sexual advances is used as the basis for employment decisions or as a term or condition of employment (“Sexual Harassment”). Hostile environment sexual harassment occurs happens when there is unwelcome sexual conduct that interferes with an individual's job performance and creates...
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...Introduction Sexual harassment in the workplace is by no means a new phenomenon. It has existed for as longs as there has existed co-workers. However, workplaces have become more diversified over the years prompting women to rise into positions of power. Owing to these changes, sexual harassment has not only become unacceptable but also illegal in most jurisdictions. In the modern work place, sexual harassment is an increasing problem that many employees know it exists, but do not know how to deal with. The term “Sexual Harassment” became more popularized around the year 1975. This was as a result of writers and activists began addressing the issue. A pertinent question however is whether the question has really been solved. This paper will address some of the issues that are to do with sexual harassment. Types Sexual Harassment Generally, the instances of sexual harassment fall in two classes namely quid pro quo and “hostile environment”. In the quid pro quo type of sexual harassment, the harasser implicitly or explicitly makes success in the workplace, class assignment or any other situation to be based on the victim submitting to the sexual demands that are unwelcome from the harasser. Examples of harassers in this type include a supervisor who promises job promotion in exchange for sex or a manager who punishes an employee who refuses his sex advances. In the “hostile environment” class of harassment, the sexual conduct of the harasser; be it verbal or physical; puts...
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...Human Resource Systems Final Paper Rodolfo A. Pinero HRCS/645 20 August 2013 Human Resource Management Application Paper Reflecting upon my 33 years of military experience in the field of Naval Administration and Legal I have found a great similarity in the field of Human Resources and Management. This particular course in the Human Resource Systems has expanded my knowledge in understanding the different human resource tools that are available and similar to the ones used in the military. However, this course has explained the different methods that can be used to improve and understand the different tools available within the Human Resource field of expertise. The first topic of interest during the course is the performance management system which has a variety of methods that can be used for the development of an effective appraisal system. Performance appraisals are a tool used by managers when making decisions about the distribution of pay increases, promotions and demotion of employees. This course discussed the different performance appraisal instruments and the importance of conducting training on the different methods of conducting the appraisal interviews. As a leader and manager in the military I was personally involved in conducting numerous appraisal interviews for all the employees that were under my direct supervision. The military system had a requirement for the rater to conduct a semi-annual interview in which the rater and employee met at the six month...
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...contents are to be considered as only guidelines, and is not by any means to be considered a contract of employment with C&C. The organization reserves all rights to reconsider, interpret, change, revoke, or suspend any or all of the policies and/or benefits what are described in this handbook. C&C is a at-will employer and may terminate employment at any time, without reason, with or without prior notice. This handbook will replace and supersede any and all prior policies, practices and understandings. C&C will only have non-disclosure documents that are confidential agreements and that are signed during your employement. 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...
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... An analysis on reporting of Sexual Harassment in the work place Strayer University This analysis is a look at the sexual harassment in the case of Ouch v. Jakubek and why the situation was not in compliance with the federal employment laws. The discussion will try to create a plan that will correct the issues in the future and bring the Jakubek back into compliance of the law under Title VII of the Civil Right Act. In the work environment there are many laws that help protect the employee rights in the work place. One of these laws is The Civil Rights Act of 1866, which prohibits employers from discriminating against individuals because of their race. Over the years the Civil Right Act has change to encompass not only race, but also prohibits employers from discriminating in terms of conditions of employment on the basis of color, national origin, religion and sex. [ (Kubasek, 2009, p. 627) ] In the court case of Ouch v. Jakubek we will look at the part of the Civil Right Act under Title VII on discrimination because of sex or in this case sexual harassment. Sexual harassment is “the unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature, which explicitly or implicitly makes submission a term or conditions of employment or creates an intimidating, hostile, or...
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...Cory Blane Ms. Meyers Social Psychology May 27, 2014 Project Paper Rough Draft In this paper I will be talking about discriminations towards women in the workplace. Now when talking about discrimination I know that there are so many forms that I need to focus on just one, to get my point 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...
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