Sexual Harassment Paper Essay Example for Free

Sexual Harassment Paper EssayDefine cozy torment as the term is used judici tout ensembley.Unwelcome familiar advances, requests for inner favors, and other verbal or physical conduct of a informal nature that tends to create a hostile or nauseated work environment. ( cozy worrying. (n.d.) Wests cyclopedia of Ameri crowd out Law, edition 2. (2008). Sexual harassment comes in several different forms from nomenclature to touching to gestures something that is present from unmatched person to another person sexually that is not wanted by the other person. This normally accomplishs one person feel uncomfortable in the workplace causing an employee to not feel comfortable at work which all employees have the right to feel comfortable and unattackable in the workplace. Explain how sexual harassment differs from sexuality discrimination. Sexual harassment is the act of sexual advances from one person or group of people to another person or group of people whereas gender d iscrimination is when a person is not afforded the same opportunities as another solely ground on the gender male or young-bearing(prenominal). Gender discrimination is unlawful and professional personfessionaltected under the Title 7 of the Civil Rights recreate of 1964, It shall be an unlawful profession practice for an employer -(1) to fail or refuse to affiance or to discharge any individual, or otherwise to discriminate against any individual with respect to his compensation, terms, conditions, or privileges of employment, because of such individuals race, color, religion, sex, or national origin or (Title VII of the Civil Rights Act of 1964 SEC. 2000e-2. Section 703) let the legal comment of manduction pro quo ( excessively known as vicarious liability) sexual harassment. Provide one example of a behavior which could be gear up to be quid pro quo sexual harassment. According to The U.S. check Employment Opportunity heraldic bearing, EEOCs Guidelines define two kin ds of sexual harassment quid pro quo, in which submission to or rejection of unwelcome sexual conduct by an individual is used as the basis for employment lasts affecting such individual,( The U.S. fitted Employment Opportunity Commission N-915.048 1/12/90)An example of this would be when a person sexually harassment another employee but the employee that isreceiving the sexual harassment does not do anything ab bulge it when they part with this to happen where as another employee would not allow and this employee is then promoted to a part location due to allowing the sexual harassment to go on this person was granted special rewards for allowing the sexual harassment or even acting on the sexual harassment to be promoted, this can as well work the opposite way as well say the employee that was sexually harassed file a complaint confronts the person doing the sexual harassment then this person is not promoted or given a raise that is due based on them not allowing the sexual harassment to touch on. Provide the legal definition of hostile environment sexual harassment. Provide one example of a behavior which could be found to be hostile environment sexual harassment. The 2nd kind of sexual harassment defines by The U.S. Equal Employment Opportunity Commission is hostile environment, in which unwelcome sexual conduct unreasonably interferes with an individuals antic performance or creates an intimidating, hostile or offensive working environment. ,( The U.S. Equal Employment Opportunity Commission N-915.048 1/12/90) In the hostile environment the person receiving the sexual harassment feels they must allow this to continue and/or comply with the sexual requests all to keep the job they have and/or to continue to receive raises and promotions, even though the employee does not want to do this they have the feeling of pressure and savage they have no other options.List the factors which contribute to a determination of whether behavior is sexual harassme nt. 1.The exploited employee alleging sexual harassment must be a member of a protect classthat is, a man or a woman. 2.The complaint must be gender relatedfor example, a female must assert that there would have been no harassment if she were not a woman. 3.The employee must not have consented to the sexual advances or participated in the hostile work environment. 4.The harassment must be based on sex. 5.The conduct complained of must have had a deleterious effect on the employees job. 6.The harassment must have occurred during the scope of employment. (Moran 2011 pg 276.). The 1st factors is speaks to the person needs to be in a protected the class the protected classes are man and woman. The 2nd factor needs to portray that gender contend a factor had the person not been that gender then it would not of been sexual. The 3rd needs to show that the person receiving the harassment did not agree to the sexual harassment. The 4th needs to showthat the harassment is sexual in nature . The 5th needs to show that sexual harassment affected the check job in some way. The 6th will need to show that sexual harassment took play while the insured was employed with the employer. Explain what situations are considered severe or pervasive and why these terms are important. severe adjective s-vir very bad, serious, or unpleasant causing a lot of physical offend or suffering very harsh (Severe. (n.d.). Merriam-Webster.com) pervasive adjective pr-v-siv, -ziv existing in every part of something spreading to all parts of something (Pervasive. (n.d.). Merriam-Webster.com)Some situations that are considered severe and pervasive are touching, joking, commenting, dispersion of sexual materials, (Moran 2011) when the items are not warranted and it is asked to stop. Both of these terms are important together to make the determination if the situation meets the minimum to be rigid as sexual harassment. Give the main legal reason why every company should have a valid written indemnity against sexual harassment (besides the fact it is the right thing to do.) The main legal reason is so that it is clearly spelled out in black and white for all employees to see so that at no point can anyone ever say they were not aware of the policy or the rules that guide this policy. The employer needs to put all the steps clearly stated as it rest for the employer to make all attempts that this does not happen. Case digestI have chosen case BURLINGTON INDUSTRIES, INC. v. ELLERTH to discuss here.The factsKimberly Ellerth was an employee at Burlington Industries where she was employed for 15 months as a salesperson. Ted Slowik was a mid-level manager over Ellerth with power to hire and promote with approval from high management. Ellerth alleges that Slowik bailiwicked her to sexual harassment with repeated boorish and offensive remarks with remarks as threats towards less advancement. Ellerth had never account any incidents prior to register suit and did receive 1 promotion during her employment as Burlington.The issueThe issues are since it was never reported can Burlington be held liable for something they were not aware of and could Ellerth claim be categorized asquid pro quo harassment and should a claim he vicarious liability or negligence.The decisionIt was determined that Ellerth has only a hostile work environment claim as the threats from Slowik were never carried out. An employer is negligent, and therefore subject to liability under 219(2)(b), if it knew or should have known about sexual harassment and failed to stop it. nonperformance sets a minimum standard for Title VII liability but Ellerth seeks to invoke the more mean standard of vicarious liability. Section 219(2)(d) makes an employer vicariously liable for sexual harassment by an employee who uses apparent authority (the apparent authority standard), or who was aided in accomplishing the tort by the existence of the agency sex act (the aided in the agency relation standa rd). Given the Courts story that the labels quid pro quo and hostile work environment are not controlling for employer-liability purposes, Ellerth should have an adequate hazard on remand to prove she has a claim which would result in vicarious liability. Although she has not alleged she suffered a tangible employment action at Slowiks hands, which would deprive Burlington of the affirmative defense, this is not dispositive. In atonic of the Courts decision, Burlington is still subject to vicarious liability for Slowiks activity, but should have an opportunity to assert and prove the affirmative defense. I agree or disagree with the courts decision because I agree with the courts decision due to Ellerth not reporting the incidents. I also agree since no actions were taken by Slowik on the threats made but since I Slowik was n a position of management over others Burlinton does have some responsibility for placing this person in a position of authority.AppendixA good sexual harass ment policy will involve the following sections, and I have also explained why those sections should be included.A good sexual harassment policy should include the following Statement that shows the employer is trying to combat and prevent sexual harassment from happing in the work place. An explanation of sexual harassment, outline some issues, use explanations, try to paint a clear picture what is wrong. scheme the Employers Responsibilities under This Policy make it clear what the employer will due when this brought up including termination. Outline the steps/ change to include mediation, grievances, EEO processes and who can be notified of this issue also list some people in fastness management so an employee does not feel they have to tell local management if it involves local management. instal that it is the employees responsibility to reports these event even if they dont involve them. Provide additional resources regarding sexual harassment and work to reiterate that all actions taken within this policy are confidential.Referencessexual harassment. (n.d.) Wests Encyclopedia of American Law, edition 2. (2008). Retrieved February 16 2014 from http//legal-dictionary.thefreedictionary.com/sexual+harassment Title VII of the Civil Rights Act of 1964 U.S. Equal Employment Opportunity Commission Retrieved February 16 2014 from http//www.eeoc.gov/laws/statutes/titlevii.cfm The U.S. Equal Employment Opportunity Commission N-915.048 1/12/90) Retrieved February 6 2014 from http//www.eeoc.gov/policy/docs/sexualfavor.html The U.S. Equal Employment Opportunity Commission N-915.048 1/12/90) Retrieved February 6 2014 from http//www.eeoc.gov/policy/docs/sexualfavor.html Employment Law for DeVry University VitalSouce bookshelf version. Retrieved from http//devry.vitalsource.com/books/9781256431671/id/ch11lev1sec1 Severe. (n.d.). Merriam-Webster.com. Retrieved February 16, 2014, from http//www.merriam-webster.com/dictionary/severe Pervasive. (n.d.). Merriam-Webster.co m. Retrieved February 16, 2014, from http//www.merriam-webster.com/dictionary/pervasive