This paper discusses the problem of sexual harassment in business and makes recommendations for its prevention.
Written in 2005; 1,965 words; 10 sources; MLA; $ 62.95
Paper Summary:
This paper relates that sexual harassment, not a new explosive phenomenon, has brought many court cases and problems of liability to employers; therefore, human resources departments need to establish standards of behavior of which that all employers are cognizant. The author points out that "hostile environment harassment" is a situation in which the employer, a supervisor or co-worker, including both male-female and same-sex persons, does or says things, which makes the victim uncomfortable because of his or her sex. The paper stress that the first step an HR department must take is to create a written harassment policy, which is distributed and understood by every current employee, on every level including the CEO, and by every new hire before the hiring is finalized; this policy is then signed and retained in that employee's file.
Table of Contents
Overview
What Sexual Harassment Is and Is Not?
The Mine Field Employers Must Navigate
Some Harassment Statistics
Establishing a Harassment Policy
Handling Complaints
Training
Quick Action
A Persistent Problem
Conclusion
From the Paper:
"Sexual harassment, therefore, seems to be a "growth industry" for some lawyers anxious to prosecute on the flimsiest provocation. It is, at the same time, a growing risk factor in the relationships within a work force. If a worker, especially a new one, comes to the workplace already fearful, the task she or he is hired to perform suffer because the team-work aspect of the job may fall below acceptable norms. Sexual harassment in the work place is like a virus that, unchecked and undetected, infects a total system. Steps must be taken, monitored and upgraded, so that there is no opportunity for anyone in the workforce to "get away with it"."
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