Harassment and Discrimination in the Workplace Essay

The employer must conduct an internal investigation by interviewing the parties involved and witnesses. The article also mentions the 1964 Civil Rights Act and the Age Discrimination Act of 1967 to explain the root of the guidelines, and gives further analysis using different clarification approaches to clarify the legal concerns involved. In order to describe prevention methods, the article straightforwardly states what a manager prerequisites. Training and informing the employees is the law. The article’s approach and statements mentioned how to deal with legal matters and to make sure that they are valid. Managing harassment and discrimination problems is not only a responsibility, but also makes good business sense. Maintaining a workplace free of discrimination and harassment by doing whatever is necessary to prevent complaints from occurring in the first place, and stopping them before they reach the level of lawsuits are acceptable methods of dealing with legal issues.

Harassment has plagued the world for centuries. Why should the workplace be any different? Sexual harassment and workplace violence are not only of historical roots, but contemporary issues are still present in the workforce today. Managers are addressing and combating modern sexual harassment and workplace violence, however instances still occur (Robbins, Decenzo & Coulter, 2011).

In corporate America, sexual harassment is a huge concern amongst many organizations. The matter of sexual harassment is an issue that needs to be immediately attended to in

Work place policies regarding sexual harassment is the main issue discussed in this article. Sexual harassment has continued to be a challenge within the workplace. According to a recent review of sexual harassment related resolutions, employers have paid over $732,976.00 in sexual harassment fines (Hobson, Szostek, & Fitzgerald, 2015). The EEOC has issued written guidelines for appropriate strategies employers should use to handle workplace sexual harassment and specific ways to address it. It is the employer’s duty to proactively work to protect all employees from any type of sexual harassment by following sexual harassment policies and procedures that are put in place. Failure to implement and follow the policy and procedure in the workplace can and most likely will lead to liability should an EEOC investigation or lawsuit occur. The employer needs to disperse copies of the policies and procedures and post them in central locations throughout the organization and address sexual harassment in the employee handbooks. The policy and procedures need to clear

Sexual harassment in the workplace is a huge problem in recent history. It can happen to anyone and it can happen everywhere. It can affect all types of races, gender and age. Statistics today shows that more and more sexual harassment has become an issue due to the large number of cases presented. Mainstream media becomes consume covering sexual harassment because of the high profile cases. Sexual harassment becomes a topic on various TV shows, and on some major morning radio talk shows mostly everyday. Sexual harassment laws must be strengthened in order to fix what has become a serious problem today in the workplace.

The Workplace Discrimination Prevention Manual written by author and attorney, David A. Robinson, is a book that will help guide and educate employers on preventing them from making many familiar types of illegal discrimination acts that goes on in the workplace. This manual demonstrates helpful tips to prevent companies from facing discrimination lawsuits, as well as making sure that employers have a clear understanding of what should or should not take place when it comes down to discrimination. The manual also hold value too many of those who are members of the business profession, such as managers, executives, lawyers, business students, law students, or just entrepreneurs in general who are wanting to run a successful, productive, and

EEOC clearly suggests that employers should provide training to employees in this area of unfair employment practices. The EEOC also suggest companies teach on the laws that prohibit harassment and discrimination in the workplace environment. (Meier et. al., 2005) The EEOC further recommends companies, where discrimination had already occurred training, should be mandatory.

In our society sexual harassment has been in the workplace for years. The use of sexual harassment in the workplace has been remembered best as a weapon used to keep women in their place which would cause them to forfeit promotions within their organizations. It was once believed that women were the only victims but the shift is now changing men are also reporting that they are also victims of sexual harassment on the job. In 1964 the Civil Rights Act was passed and employers began to recognize that they were liable for two types of sexual harassment. The first kind of harassment is Quid pro quo when a supervisor offers the employee sexual advances in order to get or keep a job, and also this harassment is used to determined if an

Organizations have an obligation to create a harassment free environment for its employees. Harassment doesn’t have to be of a sexual nature. An organization is liable if the harassment is so frequent or severe that it creates a hostile or offensive work environment or when it results in adverse employment actions such as the victim being fired, demoted, or transferred. Harassing a person based on their sex is illegal. Sexual harassment has a great impact on an employee’s productivity as well as poses a major impact on an organization’s finances in litigation.

Over the years, many people have believed that the issue of sexual harassment should not be discussed in public. Sexual harassment was to be discussed behind closed doors. In spite of this, the social and political systems have changed instantaneously. This social problem has affected men and women throughout time; however, it seems that the women of our society more closely look at this issue. This social topic has encouraged women to establish organizations in order to help them discuss the issues more openly and to demand equality including fairness and justice throughout the workplace and in their social lives as well. In recent years, sexual harassment has been one of the most serious and widespread problems

An anti-harassment policy should be set and published to every company by the employer; moreover, this policy should state and allow the employees to complain if the harassment and discrimination occur. However, employers are likely to be negligent about the important of investigating complaints of sexual harassment and appropriate solutions. (Tremblay, 2008) The most effective weapon against sexual harassment is prevention. It is impossible for sexual harassment to happen and disappear on its own. In fact, if the problems cannot be specified, the harassment will get worse more and more and become more difficult to manage and remedy when the time passes. (Stop violent against women,[Online document], n.d.)

Combating sexual harassment requires understanding of what it is, and then creating a safe working environment for all (Buchanan, 2014). As mentioned, the most effective tool against sexual harassment is prevention and awareness, which can easily be created by human resources department in any organization (Malhotra, 2016). A promising approach to the persistent problem of workplace sexual harassment is encouraging pro-social behaviours by bystanders (Charlesworth, 2016). The second preventative method to reduce workplace sexual harassment is education and training (Buchanan, 2014), which incorporates the shaping of a zero-tolerance organisational culture (Bell, 2002).

This writer will be discussing a case where a male employee files a sexual harassment claim against the employer as the male employee identifies as being gay. He also is filing discrimination on the basis of his gender and alleges retaliation as he was terminated after he had complained about his female coworker. Apparently, the male employee alleged that a female employee while at a dinner and concert after work hours grabbed his privates. It is important to note that the male employee’s performance prior to the incident was declining and was counseled on several occasions by his employer about his declining production. Furthermore, this writer will be discussing whether if the facts could result in liability to the employer for sexual harassment or gender discrimination. Also, this writer will be integrating and referring to various sources and cases that

“Woman is the companion of man, gifted with equal mental capacities. She has the right to participate in very minutest detail in the activities of man and she has an equal right of freedom and liberty with him.”

The aim of this training program is to help trainees understand sexual harassment more in the workplace. Sexual harassment is part of the sex discrimination (Australian Human Rights Commission 2015). Sexual harassment in the workplace becomes a common issue in this world. Therefore, sexual harassment training must give to all