Hrm 593 Essay

595 Words3 Pages
After listening to this week tutorial, I believe that it is a sexual harassment case. The EEOC defines the Sexual harassment as a form of sex discrimination that violates Title VII of the Civil Rights Act of 1964. Unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature constitute sexual harassment when this conduct explicitly or implicitly affects an individual's employment, unreasonably interferes with an individual's work performance, or creates an intimidating, hostile, or offensive work environment. The harassment in this case is so severe and pervasive that it creates a hostile work environment for Brittany. She definitely has a legally viable claim for a hostile environment sexual harassment. She reported the issue to her manager after being asking her supervisor to stop with the verbal and unwelcomed sexual related words. As stated by the EEOC, even though the law doesn’t prohibit simple teasing, offhand comments, or isolated incidents that are not very serious, harassment is illegal when it is so frequent or severe that it creates a hostile or offensive work environment. Therefore, Brittany’s management has the obligation to create a work environment that is free from harassment. Title VII makes employers liable to prevent and stop sexual harassment of employees. Under Title VII, covered employers must: - take reasonable care to prevent sexual harassment - take reasonable care to promptly correct sexual harassment that has occurred. In this case the employer can take a number of steps to minimize liability exposure to sexual harassment claims in the future: - Adopt a company policy against sexual harassment. - Establish an appropriate grievance procedure. Assure that employee complaints such as Brittany’s will be investigated and appropriate action taken if needed. The employer can name or
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