What Chuck could do in solving the case is he should hear the cause of Sally’s grievance. The best solution is to try to understand Sally’s feelings and not to ignore her during lodging about the hostile environment sexual harassment. When Sally share about sensitive information such as Al, a crew member, had grabbed Sally and tried to kiss her, Chuck should not appear shocked. This is to prevent strong reaction that may affect the Sally’s comfort level. When talking with Sally concerning a possible condition of sexual harassment, Chuck should refrain from asking leading questions. Instead, Let Sally tells her story without probing for information that the she is unwilling to give. He should take notes of crucial facts during the lodging sessions (Susan, 1996).
Then, Chuck must develop steps in investigating the case. The step includes gathering the evidences, find potential witness to sexual harassment and interview the accused employee.
The first step of investigation is gathering the evidences. In this step, Chuck is required to set an interview session with Sally the victim of sexual harassment. During the interview session, he must not force Sally to give evidence of the occurrence sexual harassment as this will give more pressure to her. Instead, he must calmly ask her if she have any related information that can be proof of the sexual harassment. For example, if she has a record or accidently record verbal harassment using her phone.
As reported in Kementerian Sumber Manusia (1999), verbal harassment is one of the five forms of sexual harassment. Verbal harassment includes whistles, leers, comments about her figure (especially her breasts) her sex life, sexual propositions and jokes.
Another form of sexual harassment i...
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... recommended actions. Then followed by, writing a report. Report is important to analyze the case and as a future reference that help to refine thoughts over and over.
Lastly, Chuck should follow-through the process and make sure something happens to resolve this problem. Chuck must notify the authority person on the investigation is complete. He should set a meeting with authority person to discuss about the sexual harassment report. But, he must forward a confidential copy of the report for them to read before the meeting.
Works Cited
Kementerian Sumber Manusia. (1999). Code of practice on the prevention and eradication of sexual harassment in the workplace. Retrieved from http://www.mylabourlaw.net/quick-guides/36-sexual-harassment.php
Susan, L. W. (1996). Sexual harassment: Investigators manual. Retrieved from https://www.ms u.edu/~wrc/sh/swinvestigate.htm
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5. List the factors which contribute to a determination of whether behavior is sexual harassment.
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Eliza G.C. Collins and Timothy B. Blodgett. "Sexual Harassment…Some See It…Some Won’t" Harvard Business Review, March 1981. Web. 6 June 2015.
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Anderson, W. L., & Bouravnev, A. (2011). Sexual Harassment: the Good, the Bad, and the
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