In the paper “Harassment at the Workplace” the author discusses discrimination, which occurs when an individual or a group of individuals are subjected to unfavorable treatment by another person or group of persons based on their background or certain perceived differences…
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Based on data collected from a multiple of sources, this research paper established that discrimination against the disabled is quite prevalent in the country, and is perpetrated by the very people obliged by law to protect the integrity of every employee, the employer. Similar, the prevalence of sexual harassment at the workplace have hit staggering figures such as those reported by Gruber at “between 28 percent and 75 percent” (Gumport, 2009). Yet, there is a perpetual fear that the most affected group, women interns, never get to report their ordeal for fear of retribution and the apparent in federal and state laws that protect this particular group of persons.
An average adult spends approximately one third of his/her life at the workplace. The resulting interaction inherently causes work issues since it is virtually impossible to have a workplace devoid of conflict, whether spontaneous or systematic. Such workplace issues may result in negative psychological symptoms. For instance, numerous researchers have attributed the high prevalence of mental health issues such as depression and anxiety to perceived stress at the workplace. Presently, while many organizations are embracing diversity and stratification, an apparent laxity in taming innately malicious individuals or systems have seen a rise in cases of harassment and discrimination. The scope of such discrimination range from unfair hiring or biased treatment of individuals based on their race, gender (including pregnancy), religion, national origin, age, disability, among others. Harassment on the other hand relates to unwelcome conduct based on the unit or a combination of elements enumerated earlier.
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The paper also analyses the question of whether women are the main victims of harassment as well as whether sexual harassment is a global issue. The final part of the paper will look into examples of women rights at the work place and ways to eliminate sexual harassment at the work place.
The author states that before the late 1970s, the issue of sexual harassment had not been completely explicated within the constitution. Resultantly, most of the ladies were overtly fearful of disclosing their sexual harassment matters and occurrences at their workplaces since they feared being put to blame for being provocative.
. Research shows that the victims are normally women and the paper therefore addresses the question whether sexual harassment might be one of the reasons why people, especially women are apprehensive about joining an organization.
According to the report physical contacts and advances, demand or request for sexual favors, sex related remarks, pornography in front of women workers, or any physical, psychological, verbal or non-verbal conduct of sexual nature can be attributed as the sexual harassment at workplace. Sexual harassment is considered as employment discrimination.
Instead, many people make sexual innuendos towards other co-workers or they ask them to look at pornographic pictures, or they may try to make someone in their workplace uncomfortable by talking about something sexual. All of these issues are a part of sexual harassment.
Even a small comment either positive or negative that one does not like is also harassment. Similarly work place harassment is when some ones boss, manager, supervisor, customer or patient harasses you while you are performing your job or on your path to
According to the Michigan state and federal state law, sexual harassment falls under two categories. The first category is the ‘Quid pro-Quo’, which occurs when the perpetrator places an explicit or implicit condition of submitting to sexual conduct in the workplace.
The author explains that the HR manager is in charge of all employees’ welfare. Mary makes the right decision to report the matter to the HR manager. Had she had reported the case to other authority directly; the outcome would cause a tainted reputation for the company. The HR manager has an obligation of investigating the case.
Until 1964 and the inclusion of such behavior in the Civil rights Act under Title VII, courts generally avoided the issue as an inappropriate responsibility to “delve into interpretations of human behavior” (Achampong, Preface IX). With the changes instituted by the 1964 Act, courts not only became responsible for interpreting what actions constituted sexual harassment, but found themselves virtually inundated with cases which previously would likely have been swept under the rug.
Where an employee is fired by an employer or compels him to leave the job without following proper guidelines, it is known as unfair dismissal. Frequently, unfair dismissal occurs when there is no infringement of employment contract or wrongful dismissal.
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