Sexual Harrassment Essay -- essays papers

Sexual HarrassmentSexual Harassment in the Work PlaceI. Definition Sexual molestation is a form of bring up discrimination that violates Title VII of the Civil Rights Act of 1964. Unwelcome versed 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 or implicitly affects an individuals employment, unreasonably interferes with an individuals influence performance or creates an intimidating, hostile or offensive work environment.Sexual harassment can occur in a variety of circumstances, including but non limited to the followingThe victim as well as the harasser whitethorn be a woman or a man. The victim does not have to be of the opposite sex. In Oncale v. Sundowner, the US Supreme Court decided in force(p) this month unanimously ruling that same sex complaints argon covered by the law.The harasser can be the victims supervisor, an agent of the employer, a supervisor in another atomic number 18a, a co-worker, or a non-employee. The victim does not have to be the person harassed but could be anyone affected by the offensive conduct.Unlawful sexual harassment may occur without economic injury to or discharge of the victim.The harassers conduct must be unwelcome. It is becoming increasingly rare to find the traditionalistic quid pro quo claim of sexual harassment. The current trend is that of a hostile work environment which can be much more exhausting for the employer to address. The EEOC considers the following factors in determining whether or not an environment is sexually hostileWhether the conduct was verbal or physical or bothHow ofttimes it was repeatedWhether the conduct was hostile or patently offensiveWhether the alleged harasser was a co-worker or supervisorWhether others joined in perpetrating the harassment, andwhether the harassment was directed at more than one individual.No one factor controls but an assessment is make based upon the totality of circumstances.II. Regarding EmployeesIt is helpful for the victim to like a shot inform the harasser that the conduct is unwelcome and must stop. However, a victim of harassment need not always confront his/her harasser directly, so commodious as his/her conduct demonstrates that the harassers behavior is unwelcome. The victim sho... ... the employer be liable if they do or do not encourage or disapprove workers from starting relationships that may go bad and cause problems on the job later. These are complicated issues and there are no cut and dry answers. Relationships move up in work areas all the time and always will. On a personal level, before you become involved with someone at work, there are consequences that should be considered. Once more, there have been many successful marriages so it is not necessarily taboo. If you are in a management position, you should be fain to handle the complications that may result wh en one of these relationships go bad and effect work performance. For example, Michaels boss could have handled the situation better. He actually made the decision to transfer Mary. Michael only recommended the transfer. Maybe he should have told Michael he needed to be the one to go. As the political make up of the US Supreme Court changes, and the decisions that determine what constitutes sexual harassment change, Human Resource Managers need to be ready to adapt and change with those swings. Sexual harassment is just one of a myriad of issues that have to be dealt with.