Week 2 Paper Hrm

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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. Certain behaviors, such as stipulating promotions, awards, training or other employment benefits upon acceptance of unwelcome actions of a sexual nature are very wrong. Actions that are inappropriate depending on the circumstances may be: sexual pranks, repeated teasing, jokes, emails, verbal abuse, touching or grabbing of a sexual nature, giving gifts or leaving objects that are sexually suggestive and/or making or posting sexual demeaning or offensive pictures, cartoons or other materials in the workplace. A victim of sexual harassment can be male or female although most men do not report to superiors in most cases. Sexual harassment lawsuits can only be brought against the employer. The aggrieved employee/individual can initiate the suit against the individual personally as a tort case against the offender. All employees working in the United States and U. S. citizens working for the Department overseas can file an EEOC (Equal Employment Opportunity Commission) complaint within 45 days of the alleged incident. It is not necessary for an employee to complain to his/her supervisor before approaching an EEOC counselor, nor
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