Unit 5 Paper Student Name Kaplan University HR420: Employment Law Louis Lopez, Jr. Ph.D. April 2, 2012 Sexual Harassment in the Workplace Sexual harassment can be defined as unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature when submission to or rejection of 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 (U.S. EEOC, 2002). Six Requirements of Sexual Harassment The victimizing employee alleging sexual harassment must be a member of a protected class, that is, a man or woman. The complaint must be gender related, for example, a female must assert there would have been no harassment if she were not a woman. The employee must not have consented to the sexual advances or participated in the hostile work environment. The harassment must be based on sex.
Ans 1. The company definitely has to pay liability to Virginia Pollard. In the given case, the company is liable to only those issues which tell that Virginia is been sexual harassed by the shop floor workers. Company is liable to the fact that, those who were involved in disturbing Virginia during her work are to be punished and company has to bear a compensation for the sexual harassment done to Virginia if the harassment is proven before the court of law. In the worst scenario company may have to pay Virginia as much money as quoted by the court and other legal actions can be taken against the company.
Sexual Harassment Paper HRM320: Employment Law Professor Lasonya Berry DeVry University on Campus Donnelda Thompson Define sexual harassment as the term is used legally. Sexual harassment is defined legally as any unwelcome sexual advances, request for sexual favors, bullying, and coercion of sexual nature or physical conduct. Some examples are situations when an employment decision affecting that individual is made because the person submitted or rejected the unwelcome conduct; or the unwelcome conduct unreasonably interferes with an individual’s work performance or creates an intimidating, hostile or abusive work environment. The law does not prohibit simple teasing, offhand comments, or isolated incidents that are not serious.
1. Congress passed a law imposing penalties for displaying "indecent" material online where children could see it. If the U.S. Supreme Court subsequently rules that the statute conflicts with the First Amendment of the U.S. Constitution, the statute is void. TRUE 2. Sandra sued her employer, Cape Inc., claiming that she was sexually harassed on the job.
• Paula has repeatedly asked Sam to stop and has made her uncomfortable ness known. Sexual Harassment is covered under Title VII of the civil rights act of 1964. Since the act covers race, color, religion, sex or national origin, It can be sited by Paula in a law suit for sexual harassment. Paula may also choose to site quid pro quo in that she could see it as a bribe in the sense that she would be able to transfer should she continue to be with Sam. Sam has given Paula plenty of evidence to claim hostile work environment by not accepting his sexual advances and the immediate negative response by Sam.
Conversation with sexual content that is not appropriate for the meeting and is making either party uncomfortable. Comments of a sexual nature. Exposure of body parts to another party. Exploitation of a sexual nature by some one who is supposed to be responsible for the client’s care. Signs can be; A heightened sense of fear and anxiety around a person.
He has created a hostile work environment from her claims. Sam has violated the sex discrimination laws by not allowing Paula to transfer. There are many things that protect her in this case against employment discrimination. Pregnancy Discrimination is one that is violated by Sam denying Paula to transfer. This act is an amendment of the Title VII of the Civil Rights Act of 1964.
This Virginia Beach-based company is being sued for violating federal law when it subjected an employee of Salvadoran origin to a hostile work environment based on both his sex and national origin. This company had done work at a popular local area mall and also for the federal
People typically respond to workplace discrimination and racial harassment with anger, rage, hostility, resentment, bitterness and aggression. Some displace their feelings of frustration onto others through abuse of their spouse or children. Graham-Berman and Levandosky (1998) noted that emotional maltreatment may be as damaging to victims as abuse that involves physical aggression. Feelings resulting from psychological and emotional abuse in the workplace include confusion, depression, feelings of helplessness,
Emotional/Psychological Abuse can take place in all kinds of relationships from a partner to friendship to a working relationship; it can be very harmful and psychologically damaging to a victim. Some examples of emotional/psychological abuse are a person making their victim feel humiliated, degraded, judging or criticizing a person. Often a victim may not realise their been abused or feel their judgment is wrong or not confident to bring up the issues and the abuse can go unchallenged for long periods of time. Financial abuse Is the abuser stealing a victim’s money it can taking place in many forms such as stealing someone’s bank card or their