SEXUAL HARASSMENT

Sexual Harassment at Work Place

Contents

INTRODUCTION3

DISCUSSION3

U.S. LEGAL HISTORY8

EEOC REGULATIONS9

QUID PRO QUO9

STATE LAWS12

HARASSMENT AT WORK14

HARASSMENT REPORTING17

PREDICTORS AND CONSEQUENCES19

RESPONSES TO SEXUAL HARASSMENT22

ORGANIZATIONAL RESPONSES22

CONCLUSION25

Sexual Harassment at Work Place

Introduction

Sexual harassment is unwanted sexual behavior that interferes with occupational or informative functioning and is a pattern of white-collar crime. However, there is no statutory law criminalizing sexual harassment, but court situations contrary to harassers in civil court have been won founded upon name vii of the 1964 civil privileges proceed prohibiting sex discrimination. (Achampong 1999)

 

Discussion

The period sexual harassment was coined in 1970 when carmita timber, an administrative assistant at cornell university litigated the university for unemployment compensation after she left the university due to an illness, precipitated as the result of ongoing sexual improvement from a university professor. In 1972, congress passed the identical opportunity employment proceed expanding the treatment of name vii to state and localized governments and empowering the identical employment opportunity commission to enforce, by lawsuits, the 1964 prohibition on sex and rush discrimination in employment. (Beiner 2005)

In 1980, the seating of the identical employment opportunity commission handed out a set of guidelines detailing prohibited behavior that directed to all government bureaus and to personal enterprises with 15 or more employees. The guidelines encompassed the prohibition of three general kinds of behaviors: 1) physical or verbal behaviors that are sexual in environment, encompassing comments, photos, antics, or cartoons; 2) unwanted sexual behaviors; and 3) sexual behaviors that hinder with the proficiency to complete work or investigations or that make the subject seem uncomfortable or threatened. (Chaddok 1981)

Generally sexual harassment is characterized by two kinds, quid pro quo harassment, and the creation of a hostile work or informative environment. Quid pro quo harassment happens when an employee's primary or continued employment or advancement is conditioned on the performance of sexual favors. A hostile environment is the result of unwelcome or attack conduct of a sexual environment that makes employed conditions uncomfortable for a sensible person. (Zippel 2000)

Specifically, a hostile work environment charge of sexual harassment may consist of verbal or physical conduct of a sexual environment that unreasonably interferes with the employee's work, or conceives a threatening, hostile, or attack work environment. Sexual harassment has been shown to lead to high rates of job revenue, smaller productivity, and contradictory wellbeing consequences. (Cochran 2004)

Sexual harassment in government bureaus solely charges the government approximately $327 million from 1992to 1994. In 1994, 44 percent of women and 19 percent of men employed in civilian government bureaus described experiencing unwanted sexual vigilance over the last two years. While in a 1994-95 review of infantry personnel, 71 percent of women and 36 percent of men were sexually harassed in the last 12 months. Crude and attack behavior is most common amidst infantry personnel, but women are five times as probable as men to report experiencing unwanted sexual vigilance or coercion. (Dale 2004)

Twelve percent of infantry women report experiencing sexual coercion, and 41 percent described unwanted sexual ...