sexual harassment
In recent years, there has been an increase in complaints of sexual harassment in the workplace and this has become an issue of debate. Sexual harassment does not only negatively affect the harassed, it is also; harmful to the overall employee morale, a drain on company finances, and inconducive to a productive company. This report has been written as per your request in response to recent allegations, and its purpose is to show some of the practical applications and benefits of a sexual harassment policy, along with some examples of other companies' policies.Sexual harassment in itself is a very broad term and the focus of this report is to define and apply sexual harassment to the workplace. By using many general examples along with two specific ones this report will put sexual harassment into perspective in our workplace and provide a foundation upon which an effective policy can be written.Sexual harassment is a fact of life in the American workplace; twenty one percent of women polled by Newsweek said they had been harassed at work and forty two percent said they knew someone who had been harassed (Kantrowitz, 17). Defining sexual harassment is an area of much debate due primarily to the fact that it is more based on
Unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature constitute sexual harassment when (1) submission to such conduct is made either explicitly or implicitly a term or condition of an individual's employment, (2) submission to or rejection of such conduct by an individual is used as the basis for employment decisions affecting such individual, or (3) such conduct has the purpose or effect of unreasonably interfering with an individual's work performance or creating an intimidating, hostile, or offensive working environment. AT&T's policy goes on to say "other sexually harassing conduct in the workplace which may create an offensive work environment, whether in the form of physical or verbal harassment, and regardless of whether it is committed by supervisory or non-supervisory personnel, is also prohibited" (Personnel Dynamics). Most employment laws seek to balance employees concerns and employers' interests. Policies then usually give guidelines on how to go about reporting harassment. Investigations should be conducted thoroughly and adequately in order to properly identify the truth behind the allegations and when appropriate properly rectify the situation ensuring that it does not happen again. Sexual harassment can result in a lawsuit against the harasser and his employer. To have a policy where people are afraid to report infractions is the same as not having a policy at all. List of Works Cited:Bland, Tim and Stalcup, Sue.
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