Wednesday, September 4, 2019
Harassment Essay -- essays research papers
OUTLINE THESIS STATEMENT: In today’s society 40 percent of the nation’s 55 million working women have experienced sexual harassment in the workplace. I.     Introduction II.     Types of sexual harassment      A.     Requirements of sexual harassment           1.     Concept of unwelcome conduct           2.     Sexual nature of conduct      B.     Claims of harassment           1.     Quid quo pro           2.     Hostile environment III.     Types of Recourse      A.     Face-to-face      B.     Employer intervention      C.     Legal action IV.     Prevention of sexual harassment      A.     Written document      B.     Proper and supervising      C.     Rumors and Innuendo V.     Conclusion      SEXUAL HARASSMENT IN THE WORKPLACE OF WOMEN Bernesha Benson SEXUAL HARASSMENT IN THE WORKPLACE OF WOMEN      What is sexual harassment? It is the conduct to unwelcome and affect the terms and conditions of employment. There are several different ways an individual can be sexual harassed . ∙     Derogatory or vulgar comments about someone’s gender, physical anatomy or characteristics. ∙     Sexually suggestive or vulgar language. ∙     Threats or physical harm. ∙     Sexually oriented or suggestive pictures, posters, magazines, or other materials. ∙     Touching someone in a sexually suggestive way, or in a way calculated ... ...bsp;   Anyone who supervisw needs to have some basic education in a number of employee relations areas, including sexual harassment . They also need to have an interpersonal of behavior awarness component in their training. All supervisors and managers should have a fundmental knowledge of equal opportunity and affirmiative action issues, the provisionsof TitleVII and its impact on the workplace. Basic information of human resources policies will also help managers. Supervsiors and managersshould understand what sexual harassment is and what it is not from both legal and practical point of view.      Human resources professionals and line managers are frequently in a position to hearthe latest corporate gossip. While we all know the exaggeration and elaboration are the gossipers stock in trade we also know that there is usually a kernel of truth inside the mass of rumor and innuendo when whispers have to do with possible sexual harassment, particularly when same players are featured again and again, the employer ignores these rumors at its peril. Discreet inquires may well uncover a situation that requires fast and professional intervention.
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