Sexual Harassment Employment Law

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Employment Law Sexual Harassment Research Paper FARAGHER v. CITY OF BOCA RATON Professor: Julie Girten Brian Ellison November 22, 2012 HRM 320 1.) Define sexual harassment as the term is used legally. Unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature that tends to create a hostile or offensive work environment. Sexual harassment is a form of Sex Discrimination that occurs in the workplace. Persons who are the victims of sexual harassment may sue under Title VII of the Civil Rights Act of 1964 (42 U.S.C.A. § 2000e et seq.), which prohibits sex discrimination in the workplace. The federal courts did not recognize sexual harassment as a form of sex discrimination until the 1970s, because the problem originally was perceived as isolated incidents of flirtation in the workplace. Employers are now aware that the victims of workplace sexual harassment can sue them. The accusations of sexual harassment made by Anita f. hill against Supreme Court Justice Clarence Thomas during his 1991 confirmation hearings also raised societal consciousness about this issue. 2). Explain how sexual harassment differs from gender discrimination. Sexual harassment is making offensive sexual comments, making unwelcome sexual advances, touching someone sexually against their will, threatening to fire/demote someone for not performing sexual favors for a boss, offering to promote someone if they will perform sexual favors for a boss. Gender discrimination is refusing to promote someone or hire someone or paying someone less money FOR THE EXACT SAME JOB because of that person's gender. IT is only gender discrimination if the person COULD do the job as well as the current employees, but is not given the opportunity. 3.) Provide the legal definition of "quid pro quo" (also known as "vicarious liability")
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