Abstract
This paper cites and details the findings of the anti-harassment officer for Northern Community College in a case involving a student and an instructor. First, the officer explains the issues in the case at hand, and then describe the relevant principles that have informed his adjudication process. Finally, the paper delivers his decision.

From the Paper
"As the anti-harassment officer for Northern Community College, it is my duty to rule on the case of the student (referred referred to here as Mr. X), and the instructor (referred to here as Prof. Y). I will first explain the issues in the case at hand, and then describe the relevant principles that have informed my adjudication process. Finally, I will deliver my decision. The Issues: In this situation, we have the difficult problem of weighing up the rights of a student against the rights of an instructor. As pointed out by Morris..."

Tags:equity, disability, racism

Abstract
This paper discusses the published sexual harassment policies of four federally regulated Canadian organizations. It compares these policies to the Anti Harassment Policies as published by the Canadian Human Right Commission that govern federally regulated workplaces, to determine how closely they follow or diverge from the commission's stated national policies.

From the Paper
"Sexual Harassment in the Workplace: Policy and Research Sexual Harassment in the workplace is defined as unwanted behaviour that demeans, humiliates, or embarrasses; unwanted sexual behaviour; and abuse of authority according to the Canadian Human Rights Commission's publication "Anti-Harassment Policies For The Workplace: An Employer's Guide. (2005)" This definition is a starting point for a complex workplace stressor. To illustrate this stressor, the published sexual harassment policies of four federally regulated Canadian organizations will be discussed. These policies will be compared to the "Anti Harassment Policies" as published by the Canadian Human Right Commission that govern federally regulated workplaces, to determine how closely they follow or diverge from the commission's stated national policies."

Tags:sexual, harassment, workplace

Abstract
The paper explores hypothetical situations of conflict, such as where a hearing impaired student's rights are not realized, and a professor claims harassment via a student's wish that he remove his beard. The paper looks at how the official responds in brief, explaining the points of the student/professor towards a suggested resolution by the parties affected.

Tags:brief, disability/rel free, ontario law/cdn pol

Abstract
This paper discusses harassment in the workplace including sexual harassment and a hostile work environment. Additionally, the paper examines Bona Fide Occupational Qualifications (BFOQ) which are job specifications that anti-discrimination laws do not apply to. The paper concludes by giving examples of these.

From the Paper
"According to Dana Shilling in her book 'The Complete Guide to Human Resources and the Law' one of the most common forms of harassment in the workplace involves sexual harassment. There may actually be several different sources of conduct that constitute sexual harassment including the actions of supervisors, coworkers and unrelated third,parties including customer and vendors. The degree of responsibility that an employer has to an employee depends to a large extent on the source of the unlawful and harassing conduct. Under federal law..."

Tags:civil rights, harassment, employee, employer, supervisor, quid pro quo, dress code, BROQ, disability, reasonable accomodation, Title VII, ADA, ADEA, Equal pay act

Abstract
This paper explains that the culture of the workplace has completely changed in the last 30 years because of affirmative action and anti-discrimination policies. The author reports that sexual harassment is defined by four major categories: unwanted or unsolicited sexual attention; implied or expressed offer of a reward in return for sexual favors; implied or expressed threat if a sexually-oriented request is denied; and any intimidating comments or actions relating to gender, sexual orientation, or explicit sexuality. The paper states that the problem of sexual harassment sometimes is not taken seriously because of false claims by self-proclaimed victims who were sexually promiscuous or inviting at the workplace and others who bring suit to make financial gain.

From the Paper
"It is said that between 40 and 70 percent of women report that they have experienced sexual harassment. It is possible that these statistics may actually be higher, because many people are ashamed or embarrassed to have been the victim of this and therefore will not report or admit to the occurrence. In most circumstances, this abuse was reported coming from a supervisor or authority figure of some sort. (Thompson) Sexual harassment occurs in every field of work, from hard labor to professional offices. Usually when sexual harassment occurs in one instance, it has happened before and it will happen again."

Tags:culture, affirmative, unwanted, unsolicited, flase

Abstract
The following paper compares the way in which Anita Hill and Naomi Munson formulate their arguments in their articles "The Nature of the Beast" (Anita Hill) and "Harassment Blues" (Naomi Munson). The writer argues that neither Hill nor Munson look at society as a whole, since both authors focus on the sexual harassment of women, without mentioning cases where men are the victims. This paper asserts that their approach is based more on the rights of the individual and a pro or anti-feminist stance than on any utilitarian or egalitarian perspective.

From the Paper
"Sexual harassment can be seen on many levels as down to the views of individuals. However, there is also a degree of ethical value involved as what one person may perceive as a bawdy joke, another may take as sexual harassment. To achieve fairness though, society does not just consider the views of individuals, but instead tends to look upon the needs of the whole. This means that for the greater good of society the needs of all are greater than those of a single person and this can be related to utilitarianism. The basis of this doctrine is that the value of any item or service is determined only by its usefulness. In adopting this philosophy a state should pursue actions that will bring about the most benefit to the largest number of citizens. In utilitarianism the greatest benefit is seen as the actions that result in the greatest happiness, which by any interpretation is a controversial view. "

Tags:fairness, workplace, feminism, equality, women, rights, men, readership, accusation, sensibility

Abstract
The paper relates that the word anti-Semitism was invented in the late 19th century as a more acceptable word than Jew-hatred. The paper discusses how the disease of anti-Semitism is irrational and seeking its origins is futile. The paper explains the difference between mild anti-Semitism and diabolical anti-Semitism and shows the history of anti-Semitism as manifested in Canadian life. The paper discusses how the days of anti-Semitism are not over for Canada; now we have Holocaust deniers, Neo-Nazis on the Internet and a steady increase in harassment of Jews.

From the Paper
"The word anti-Semitism was invented in the late 19th century as a more acceptable word than Jew-hatred. It was meant to sound scientific, but actually there is no such thing as "Semitism." The word Semitic refers to a language group of which Aramaic (the language Jesus spoke), Hebrew, and Arabic are members. A Jewish historian defined anti-Semitism as "dislike of the unlike." Ages (1981) points out that there are nuances in the meaning of the word. It is possible, for example, to dislike Jews but be opposed to slaughtering them in concentration camps. In its most innocent form anti-Semitism is like the widespread prejudice found throughout the whole human race. It could be hostility after working for an unsympathetic Jew or a vague negativism from being taught to dislike them as a child."

Tags:Holocaust, prejudice, hatred, murder

Abstract
The paper presents Diversified Enterprises, Incorporated's statement of discrimination policies. The company explains that they provide this handout as an outline of the requirements of Title VII, so that all employees are aware of their rights and responsibilities under Title VII. The company discusses their compliance with these requirements that outlaw any form of discrimination and sexual harassment. The company claims that they work aggressively to ensure that all anti-discrimination laws are fully carried out.

Outline:
Title VII Requirements
Good Faith Occupational Qualifications
The Law Forbids Retaliation
Ordinary Discipline Is Not Retaliation
Religious Discrimination Is Not Tolerated
The Company Will Try to Provide Reasonable Accommodations
Employee's Responsibilities
Sexual Harassment Is Not Legal
Policy Against Sexual Harassment
Prohibited Behavior
Monitoring
Discipline
Retaliation
Complaint Procedure

From the Paper
"The key law which we must follow is Title VII. Title VII is the most important federal law protecting against discrimination in the workplace, but it is not the only law. Other laws prohibit discrimination based on age, pregnancy status, citizenship, disability, or union membership. Because of its preeminence in the field of employment discrimination, the Company has provided this handout as an outline of the requirements of Title VII, so that all employees are aware of their rights and responsibilities under Title VII, and are aware of the responsibilities of the employee under this law."

Tags:employer, employee, harassment, suspension, termination, rights, responsibilities

Abstract
This paper examines how findings from studies to examine anti-gay violence and harassment on community college campuses indicate that these problems are far more than isolated incidents. It evaluates how the best way to decrease harassment and violence against lesbian, gay, bisexual, and transgendered (LGBT) students, it to combat the way college students view these individuals. It proposes the establishment of a network of advisors that LGBT students can turn to when they are victims of harassment or crime. It analyzes the opinion that the best way to foster acceptance of LGBT students is through direct contact which contributes to positive attitudes towards sexual diversity. It evaluates how the goal is to make LGBT students feel safe enough in their educational environment to be able to disclose their sexual orientation so that other students can be aware of their frequent interactions with LGBT students.

From the Paper
"The major risk involved with the LGBT victim's network is that students will still be too afraid of retribution to report incidences of harassment and violence. The goal of the LGBT victim's network is to reduce these fears and to convince them that the best way to stop such behavior from happening again is to report it. It is hoped that the support of a formal network will provide students with the support they need to move forward with their allegations so that justice can be served. And, there's the issue on how to respond if a LGBT victim is further victimized after reporting in incident. There's little that the LGBT can do to stop a perpetrator from causing even more damage. However, the network can help the victim document the incidents in hopes of obtaining a restraining order or dismissal of the individual from the university."

Tags:students, sexual, diversity, harassment, crime

Abstract
This paper addresses bullying in the Canadian nursing environment, noting that the challenges of bullying, harassment and other forms of intimidation by one nurse towards others are taking place in the context of the nursing shortage and a continually declining workforce. The author points out that bullying can have a profound effect on whether students and new nurses continue to pursue nursing as a lifelong career or leave scarred and embittered. The paper relates that the policy of choice is legislated zero tolerance and that the success of the policy depends on the inclusion of an education component. The paper also warns that, because senior nurses would be the first obstruction encountered in implementing anti-nurse-bullying policies, health care organizations may be in opposition to this reform as employee losses may occur during the implementation period.

Table of Contents:
Introduction
Political Analysis
Political Setting
Changes in Contextual Factors
Evaluation of Stakeholders
Values
Resources
Distribution of Power
Strategic Plan

From the Paper
"Coalition building initially at the provincial level between nurse organizations and other health care-related groups, community interest groups, hospitals and "pro" political figures such as the Minister of Health and Long-Term Care and the different commissioners of the Ontario (and Canadian) Human Rights Commission should not be taken lightly as it is a critical goal for both government entities to back the proposal. Using organizations mentioned previously with established political connections to the Ministry of Health and the Commission as a means to establish new activities that specifically look at discrimination concerns would be a prudent approach."

Tags:education harassment coalition discrimination, zero tolerance