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Sexual harassment in the workplace outline
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How much sexual harassment takes place in the work place? Well, there has been 11,314 complaints of sexual harassment made to US Equal Employment Opportunity Commission, In 2011, 84 percent filed by women and 16 percent filed by men. That shows women are more likely to be harassed in the workplace. Have you ever wondered how sexual harassment can be stopped in the workplace? There are many ways to avoid harassment and to stop harassment if being harassed. Have you thought about being harassed by your boss and wondered can he get into trouble with the law? Throughout this paper you will find out useful information about sexual harassment and the laws that can protect you if you're being sexually harassed in your workplace.
Sexual harassment is unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of sexual nature. There are two types of sexual harassment, which are Quid Pro Quo and Hostile Environment harassment. Quid Pro Quo sexual harassment occurs when an employee gets on the promotion track or even gets to keep his/her job is based on if the employee submitted to or rejected sexul advances or other types of inappropriate sexual comments. Hostile Environment sexual harassment occurs when a co-worker or supervisor in the workplace makes sexual advances or comments to an employer that, while not affecting promotions or the future of the employees job makes the working environment of the employee offensive and hostile. Theres the two sexual harassment types that happen throughout the workplace.
There are many laws that protect and prevent sexual harassment in the workplace. The Title VII of the Civil Rights Act of 1964 makes it illegal to discriminate against someone on race, color, relig...
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...ssment like sexual pranks, verbal abuse, sexual gestures and grabbing. There are many thing to do to stop sexual harassment like the the harasser, document whats happening, file a cmo;aint, or even contact a supervisor or lawyer. So dont have sexuall harassment take you down in the future and have a safe sexual harassment workplace.
Works Cited
1."Sexual Harassment." Sexual Harassment. N.p., n.d. Web. 4 Mar. 2014. .
2."Sexual Harassment Policy." U.S. Department of State. U.S. Department of State, n.d. Web. 5 Mar. 2014. .
3."Sexual Harassment | RAINN | Rape, Abuse and Incest National Network." Sexual Harassment | RAINN | Rape, Abuse and Incest National Network. N.p., n.d. Web. 5 Mar. 2014.
There are many preventative measures that even the smallest employer can take to ensure these claims are to the absolute minimum. The rules and guidelines that the company have put in place should be available to each and every employee right from day one of employment. The rules should be explained from someone of authority to ensure the seriousness and gravity of the situation around sexual harassment in the workplace. Each and every employee should feel comfortable, safe and secure while within and on the grounds of the place of employment. Furthermore the employer should take the opportunity to refresh these rules and guideline with each and every employee on regular intervals to ensure maximum employee
“Unwelcome sexual advances, requests for sexual favors, and other verbal or physical conducts of a sexual nature constitute (are) sexual harassment when: (1) submission to (agree to) . . . or rejection of such conduct by an individual is used as the basis for employment decisions affecting such individuals, or (2) such conduct has the purpose or effect of unreasonably interfering with an individual's work performance or creating an intimidating, hostile (threatening), or offensive working environment” (ENotes.com...
Shaw describes two types of sexual harassment, “quid pro quo” and “hostile work environment” in both cases the victim can be a man or a woman and in both cases sexual harassment is illegal.
...ith them by touching her breasts and other body parts and secondly he even threatened them to go on a date else he would get them fired. Both these instances come under the ambit of this law of sexual harassment. The civil rights law forbids the employer to discriminate on the basis of sex (Title VII Statute, n.d.).
It is estimated that nine out of ten women will be victims of sexual advances at work. The courts are making it easier to hold a company liable for any sexual harassment behavior that occurs within the workplace. The employer does not even need to know that the sexual harassment is taking place for an employee to file a suit and win. It is almost impossible to find a ?solution? or ?magic key? that will end the problem. There is no guarantee that anything will prevent sexual harassment from happening. There are only suggestions that might help in depleting the problem.
The two types of sexual harassment recognized today are known as "quid pro quo" and "hostile environment". According to the EEOC guidelines, quid pro quo exists when "submission to or rejection of (unwelcome sexual) conduct by an individual is used as the basis for employment decisions affecting such individual". Hostile environment exists when unwelcome sexual conduct greatly disturbs an individual and interferes with the individual's job performance. Hostile environment also creates an intimidating workplace for all employees. (EEOC Compliance Manual)
According to legal dictionary (2013), sexual harassment refers to any form of unwelcome sexual behavior or advances, appeals for sexual errands, and other form of physical or verbal conduct or behavior that portrays sex nature and tends to make the working environment offensive or hostile. Any behavior or remarks that take such forms constitute sexual harassment when: Compliance to such conduct happens either implicitly or explicitly based on employment of an individual, rejection or compliance to such conduct is used to make decisions during employment and when such conduct interferes or affects performance of a person at the workplace. Sexual harassment ta...
What comes to mind when you think of sexual harassment? Most people picture an individual grabbing another individual unwillingly in attempt of committing nonconsensual sex. However, sexual harassment can be something as insignificant as being called something negative. It is anything that makes a person feel uncomfortable about his/her sexuality. According to the law, sexual harassment is anything from unwelcome sexual advances and requests for sexual favors to verbal statements of a sexual nature. It violates Title VII of the Civil Rights Act of 1964. The Sexual Harassment Policy, which is currently in place in all schools and work places, is aimed at providing an educational and work environment free of harassment. This includes sexual harassment and every form of intimidation or exploitation.
Sexual Harassment is a prohibited conduct of inappropriate behavior in which an individual makes unwelcome sexual favors, requests, or any other form of verbal or physical acts in a sexual nature in which it creates a hostile environment to work in. any form of harassment that hinders or interferes with an employee’s work should be taken seriously and will not be tolerated.
An article by Jennifer L. Berdahl and Vicki J. Magley describes sexual harassment as repetitive, unwelcome, motivated by the victim’s gender, and can possibly lead to damaging psychological outcomes (529). It can be sexual jokes, comments, gestures, or looks, touching, grabbing, pinching, intentionally brushing past in a sexual way, flashing, mooning, spreading sexual rumors, pulling clothing, or showing or giving sexual images (Stone and Couch 2). Sexual harassment can be as small of an incident as a cat-call to as large of an incident as molestation or rape. Both have a long lasting effect on a person.
KANE-URRABAZO, C. (2007). Sexual harassment in the workplace: it is your problem. Journal Of Nursing Management, 15(6), 608-613. doi:10.1111/j.1365-2834.2007.00725.x
For some, sexual harassment and assault seem almost like myths or bad dreams. For others, it's a living reality. The United States Department of Justice defines sexual assault as “any type of sexual contact or behavior that occurs without the explicit consent of the recipient.” Sexual harassment and assault are demeaning, terrifying, and forceful behaviors. And yet, it’s happening every day. People hollering out car windows at pedestrians. Groups of teenagers terrifying
It can be said that when women are faced with sexual harassment, they are more likely to prepare to leave their jobs by asking for a transfer or quitting, rather than confronting the harasser or reporting the incident. It is a natural reaction to avoid the abuse. Thus, those women who experience sexual harassment have greater intentions to leave (Merkin, 2008). They make the choice to be transferred or quit in order to limit their exposure to harassment. Ultimately, quitting a job because of harassment results in consequences further than being out of work.
Sexual harassment in the workplace is a huge problem in recent history. It can happen to anyone and it can happen everywhere. It can affect all types of races, gender and age. Statistics today shows that more and more sexual harassment has become an issue due to the large number of cases presented. Mainstream media becomes consume covering sexual harassment because of the high profile cases. Sexual harassment becomes a topic on various TV shows, and on some major morning radio talk shows mostly everyday. Sexual harassment laws must be strengthened in order to fix what has become a serious problem today in the workplace.
In addition to legal measures, many governments, employers’ and workers’ organizations, and other bodies are using a range of techniques to prevent sexual harassment and help its victims. Governments, for example, issue guidance on how to design anti-sexual harassment measures and to offer counselling to workers who have been targeted. Workers’ and employers’ organizations are producing model policies and collective agreement clauses, issuing guidance on complying with laws, conducting research and providing training. At the workplace, growing numbers of employers are introducing sexual harassment policies and complaints procedures. Moreover, there appears to be an emerging consensus around what workplace policies should contain and the steps to be taken to implement them, which can be used by those employers who have yet to take action.