Case Study Ms. Browne Sanders

Sexual harassment is a form of sex discrimination that violates Title VII of the Civil Rights Act of 1964. Title VII applies to employers with 15 or more employees, including state and local governments. It also applies to employment agencies, labor organizations, and the federal government. Found in many areas of business, sexual harassment in the sports industry is an ongoing, severe problem. As in the case with Ms. Browne Sanders, harassment does not have to be physical. Sexual harassment can be classified as demeaning and repulsive behavior towards someone of the opposite or same sex.
In this case study, Ms. Browne Sanders did have a basis for a sexual harassment suit. She worked for an organization as top management with no documented reports that she was unfit to do her job until she made a complaint about someone that the company valued more to the organization than herself. Ms. Sanders reported

There is no information on whether or not the allegations from Ms. Sanders were reviewed in detail in this passage of writing. Garden Management should have protected themselves by assessing the allegations in more detail, conducting its own investigation or transferring it to the proper department. It appears as if they heard the information, and took it upon themselves to choose a side. Proper interviews should have been conducted by authorities to all witnesses involved not only the accused and accuser. It is undeniably critical that all managers and supervisors are regularly trained to identify conduct that constitutes harassment, discrimination, and retaliation and how to respond to issues they observe in the workplace or that are otherwise reported to them. The better trained the company's managers and supervisors are to identify personnel problems in the workplace, the more quickly and effectively the employer can take prompt and appropriate action to resolve the workplace