| Papers [1-15] of 100 :: [Page 1 of 7] | | Go to page : 1 2 3 4 5 6 7 —> | Search results on "WORKPLACE SEXUAL HARASSMENT": |
|
|
Workplace Sexual Harassment, 2004.
This paper is review of the book, ?Workplace Sexual Harassment?, by Anne C. Levy and Michele A. Paludi (2001), a legal and psychological overview of the problem.
970 words (approx. 3.9 pages), 1 source, APA, $ 34.95
»
Click here to show/hide summary
Abstract
This paper explains that the authors of ?Workplace Sexual Harassment? stress that this problem is a complex issue, marrying human psychology and human sexual and cultural assumptions with the daily demands of the business environment in which, to some degree, personal relations are always stressful. The author points out that Levy and Paludi?s text offers case studies centering on the establishment and enforcement of an effective workplace policy statement prohibiting harassment and the enforcement of grievance procedures for investigating complaints. The paper relates that the book emphasizes that the law should not become the first and only recourse for those individuals experiencing forms of sexual harassment in the workforce; rather, companies should have a comprehensive education program for existing employees and a training program for new staff members to prevent sexual harassment even before it begins.
From the Paper
"No CEO worth his or her salary would feel that the company was legally, ethically, or morally off the hook if someone came to his office and was told, ?Hey, I embezzled $10,000 from the company, but I'm planning to put it back in a couple of weeks, so don't tell anyone.? No one got hurt, right, so what?s the trouble, even if the law was violated? However, similar complaints and concerns that raise the red flag of sexual harassment that is occurring in the workplace are often just as readily ignored."
| |
|
Sexual Harassment Prevention in the Workplace, 2003.
Describes the incidence of workplace sexual harassment.
3,450 words (approx. 13.8 pages), 12 sources, APA, $ 119.95
»
Click here to show/hide summary
Abstract
This paper describes the incidence of workplace sexual harassment, the legal environment, and key strategies for preventing the problem. The paper looks at the growth of sexual harassment complaints and a zero tolerance policy.
From the Paper
"The landscape of corporate American has been characterized by soma analysts as a virtual breeding ground for sexual harassment lawsuits ..."
| |
|
Sexual Harassment in the Workplace, 2002.
A discussion of sexual harassment in the workplace and what the employer can do to minimize the possibility of it happening within their confines.
1,132 words (approx. 4.5 pages), 12 sources, APA, $ 39.95
»
Click here to show/hide summary
Abstract
Within this paper, an overview is provided of sexual harassment in the workplace. A brief historical examination of sexual harassment is offered that highlights major issues and events that helped to make it an important workplace concern. This is followed by a conceptualization of sexual harassment as it is currently recognized and applied within the American workplace. After this, a discussion is presented as to the role employers assume in preventing sexual harassment.
From the Paper
"While the term ?sexual harassment? was not extensively used prior to the 1970s, historical documents, narratives, articles, and books about women and work, as well as legal records, have been used to confirm its existence. An examination of such historical information throughout US history provides evidence of the experiences of women in the workplace and the occurrence of sexual harassment. Examples include the encounters and degradation of women, who worked for wages as domestic servants, factory workers or shop girls, as they faced various forms of coercion at the hands of their employers, the sexual exploitation of enslaved African women at the hands of white owners, the owners' sons, and overseers, and the continued sexual subjugation of both white women and women of color well into the 20th century."
| |
|
Sexual Harassment in the Workplace, 2008.
An analysis of the possible solutions to sexual harassment in the Canadian workforce, according to Michael Kaufman's article, "Effective Ways to Protect Against Sexual Harassment."
1,168 words (approx. 4.7 pages), 2 sources, MLA, $ 40.95
»
Click here to show/hide summary
Abstract
This paper discusses sexual harassment in the Canadian workplace and possible solutions to the problem. More specifically, the paper discusses an article written by Michael Kaufman in the 27 March 2006 edition of the "Toronto Star," entitled "Effective Ways to Protect Against Sexual Harassment" and examines how Kaufman sets forth a series of practical suggestions in regards to how best to address the problem of sexual harassment in the workplace. The paper also discusses the legal case, "Curling v. Torimiro" and how it relates to this issue.
From the Paper
"The summary notes that in the final decision of the Board, released 22 December 1999, defendant Alexander Torimiro was found to be responsible for conduct qualifying as sexual harassment against the complainant, Ms. Curling. Such conduct was found to be discriminatory on the basis of the complainant's gender, and it was also found that Mr. Torimiro engaged in retaliatory response against the complainant when the initial suggestions were rebuffed. The summary also notes that the Board of Inquiry found that Mr. Torimiro, in his commencement of legal action against the complainant, had in addition violated Ms. Curling's statutory right to claim Code protection without fear of threat of retaliation."
| |
|
Sexual Harassment in the Workplace, 2008.
This paper discusses sexual harassment in the workplace, focusing on the Thomas-Hill controversy.
1,624 words (approx. 6.5 pages), 5 sources, MLA, $ 52.95
»
Click here to show/hide summary
Abstract
In this article, the writer explains that sexual harassment can be legally defined as sexual behavior that is viewed as intimidating, hostile or offensive in the workplace. The writer then relates that sexual harassment in the workplace was brought to the national stage by the Senate Judicial Committee during the Clarence Thomas hearings in 1991. The writer notes that no charges were ever made regarding the inappropriate behavior of Thomas in the workplace, but it was common knowledge that it was his behavior that put Anita Hill in the spotlight. The writer points out that there were so many allegations in the Thomas-Hill controversy that the issues of oppressed and oppressor were hardly recognizable. The controversy brought into the headlines important issues of race, equality and discrimination against all people. The writer concludes that sexual harassment was the key factor in recognizing how the Civil Rights Act of 1964 had been forgotten.
From the Paper
"Ultimately the question was not whether Anita Hill was telling the truth about being sexually harassed. The question became why the Senate confirmed a Federal Judge with only two years experience with no respect for the Civil Rights Act of 1964 and the people under his tutelage. Why was a Federal Judge nominated without investigation into his behavior with the people he worked closest with?
President George H.W. Bush nominated and sought help from conservatives to put Clarence Thomas on the Supreme Court as a replacement of Thurgood Marshall who was retiring after 24 years on the bench. The political climate in 1991 was far more conservative then it was in 1967 when President Lyndon B. Johnson nominated Thurgood Marshall to the Supreme Court. The Bush presidency followed eight years of the Reagan Administration and the country was being directed towards a more conservative atmosphere."
| |
|
Sexual Harassment in the Workplace, 2006.
An overview of sexual harassment in the workplace and the laws pertaining to it.
759 words (approx. 3.0 pages), 4 sources, APA, $ 27.95
»
Click here to show/hide summary
Abstract
Harassment may be deliberate with a person targeted individually, or it may be unintended. Harassment because of sexual bearings, marital status or semblance may also be illegal, depending on jurisdiction. It is always insolent and improper workplace behavior. This paper defines sexual harassment before examining the laws governing this type of abuse in the workplace. The paper also examines the effects to the workplace and to the economy as a whole, due to sexual harassment.
From the Paper
"Title VII of the federal Civil Rights Act of 1964 forbids discrimination in the workplace because of race, color, sex, religion, and national origin. Other federal laws forbid discrimination by reason of age or disability. Sexual harassment is a form of discrimination covered under these laws (Martha, Hugh et al 1993). The Equal Employment Opportunity Commission (EEOC) has published guidelines on sexual harassment in employment which provide the legal definition of harassing behavior and which offer the standards ensued by enforcing agencies and the courts in handling charges of sexual harassment. Sexual harassment is an abuse of power characterized by manipulation, coercion, or unwanted sexual attention."
| |
|
Sexual Harassment in the Workplace, 2004.
A discussion of the legal implications of sexual harassment in the workplace.
2,148 words (approx. 8.6 pages), 10 sources, MLA, $ 67.95
»
Click here to show/hide summary
Abstract
This paper looks at how sexual harassment is a profound violation of the respect with which each individual should be treated by others. In particular, it examines the problem of sexual harassment in the workplace and some of the legal remedies to this problem, which can ruin careers, damage relationships with family and friends, and force victims into years of therapy in an attempt to regain the sense of wholeness that they once possessed.
Outline
Introduction
What Is Sexual Harassment?
Equal Employment Opportunity Commission?s Guidelines
From the Paper
"The effect of both the EEOC guidelines and changes in the law have been that workers have more rights to complain ? and more chance of being heard when they do): Complaints about harassment in the workplace have risen sharply since Congress amended the Civil Rights Act in 1991 to allow victims of job discrimination to win as much as $300,000 in damages from their employers. More than 15,600 sexual harassment charges were filed with the EEOC in fiscal 1998, a slight decline from the year before but more than double the number filed in fiscal 1991. (Racial harassment charges rose to nearly 10,000 in fiscal 1998 from nearly 5,000 in fiscal 1991.) (Brooks C5)."
| |
|
How Sexual Harassment Affects the Workplace, 2002.
Examines the legal and emotional issues surrounding sexual harassment in the workplace.
1,650 words (approx. 6.6 pages), 5 sources, $ 62.95
»
Click here to show/hide summary
Abstract
One of the most serious workplace issues is sexual harassment, either real or perceived. In this six-page paper, we will discuss the issue; determine what constitutes sexual harassment, and what consequences result from such charges.
| |
|
Sexual Harassment in the Workplace, 2007.
This paper discusses the internal ethics regarding the problem of sexual harassment in the workplace.
1,555 words (approx. 6.2 pages), 10 sources, MLA, $ 51.95
»
Click here to show/hide summary
Abstract
This paper explains that, when it became both immoral and illegal, sexual harassment in the workplace developed into an increasingly important issue because such behavior can lead to serious repercussions for the individuals directly involved, the workplace and the company itself. The author points out that the problem of ethics in business has been wrongly approached from a masculine point of view, focusing on individuals and duties, when instead it should be regarded from a feminist corporate governance point of view, focusing on the relationships between workers and employers. The paper concludes that neither persons, rules nor ethics can solve all the problems of sexual harassment in the workplace, but the best measures are to avoid difficulties and, when they cannot be avoided, to solve them fairly and in accordance with morality and integrity.
Table of Contents:
Introduction
The Ethical problem
Effects on the Individuals
Effects on the Environment
Effects on the Company
Solving the Problem by Applying the Theories of Ethics
The Extent to Which the Theories of Ethics Can Solve the Problem
Example
Conclusion
From the Paper
"Another measure that needs to be implemented in order for the feminist corporate governance to rightly function is the training of employees. Male employees have to be assured that working under the direct supervision of a female is not the least bit shameful, but a challenging proof of maturity and professionalism. By working under the advice and feminist corporate governance of a woman, female workers would feel better understood and motivated to achieve higher goals themselves."
| |
|
Sexual Harassment in the Workplace, 2002.
This paper examines the problem of sexual harassment in the workplace, and what can be done to prevent it.
2,213 words (approx. 8.9 pages), 8 sources, MLA, $ 68.95
»
Click here to show/hide summary
Abstract
This paper discusses how sexual harassment continues to be a problem in the workplace, for women as well as a growing number of men. The first part of this paper examines the reasons behind the persistence of sexual harassment and looks at its deleterious effects on the workplace. The second part of the paper then recommends measures to address this problem.
From the Paper
"In 1998, following a class action lawsuit for sexual harassment, Salomon Smith Barney agreed to set aside $15 million to enact policy changes aimed at making the company a more hospitable environment for women. This landmark settlement resulted from investigations showing that the brokerage firm was guilty of practices like intimidation, explicit sexual talk, excluding them from meetings and hiring strippers for company entertainment parties held at the firm?s infamous ?boom boom room? (Antilla 28). Salomon Smith Barney is by no means the only high-profile sexual harassment case drawing attention. Mitsubishi recently settled $34 million sexual harassment lawsuit involving female workers at its manufacturing plant in Normal, Illinois. The soap-manufacturing company of Dial settled a similar $10 million lawsuit, after the Equal Employment Opportunity Commission (EEOC) charged them with violating sexual harassment statutes at their plant in Aurora, Illinois. Many experts believe that thousands of other cases in smaller, lower-profile companies simply go unreported."
| |
|
Sexual Harassment in the Workplace, 2002.
This paper looks at court cases involving sexual harassment and sexual discrimination in the workplace.
1,705 words (approx. 6.8 pages), 7 sources, MLA, $ 55.95
»
Click here to show/hide summary
Abstract
The paper raises the issues of sexual harassment and sexual discrimination in the workplace, showing how the issue was brought to light with the Clarence Thomas confirmation hearings in 1991 and with the accusations of sexual harassment leveled against him by Anita Hill. The writer brings examples of cases in which employees have claimed either harassment or discrimination from higher ranking employees.
From the Paper
"The issue has evolved in the lower courts based on Title VII of the Civil Rights Act of 1964, which prohibits sexual discrimination in the work place. Sex discrimination was not included in the original draft of this legislation but was added at the last minute as an attempt to prevent passage of the Act. As a result, the true intent of Congress in the matter is not known. The first case litigated under this statute was Barnes v. Train some ten years after passage, and the District Court of the District of Columbia rejected the suit as not being the type purposed by the Act. The next case was a year later in Corne v. Bausch & Lomb, Inc. in which two female employees claimed constructive discharge as a result of physical and verbal sexual advances, and the Arizona Federal District Court rejected the suit as not being what was intended by the Act."
| |
|
Sexual Harassment in the Workplace, 2005.
An analysis of sexual harassment in the workplace, particularly in gender specific roles.
1,350 words (approx. 5.4 pages), 6 sources, $ 53.95
»
Click here to show/hide summary
Abstract
This paper discusses sexual harassment. The paper provides a working definition of sexual harassment, as well as discusses the literature around the subject. The paper focuses on women in male gender specific positions versus women in female gender specific positions, and whether or not one type of job is more likely to produce issues with sexual harassment.
From the Paper
"Sexual Harassment in the Workplace Sexual harassment is any unwanted sexual behavior, and it affects millions of women throughout every industry. Dr. Kimberly Schneider (1998) suggests that sexual harassment is so common in the workplace that many women believe that it is just part of the job that they have to contend with. Dr. Schneider (1998) further stipulates that although this fact may lead many to think that mild forms of sexual harassment do not deserve to be considered as crimes, when women are subjected to sexual harassment they will eventually begin to develop employment problems due to the impact that the behavior has on their self-esteem (Schneider, 1998). While sexual harassment was once only experienced by women in gender specific positions throughout the world, the inclusion of women in male gender targeted jobs adds a new complexity to the issue."
| |
|
Sexual Harassment in the Workplace, 2002.
The paper looks at the issue of sexual harassment in the workplace in order to determine what organizations need to do to manage the problem.
2,240 words (approx. 9.0 pages), 6 sources, MLA, $ 69.95
»
Click here to show/hide summary
Abstract
The paper starts by defining what sexual harassment is. It then considers the causes and the effects of sexual harassment. Finally, the solution to sexual harassment is presented.
From the Paper
"The U.S. Equal Employment Opportunity Commission (2002) provides the following definition of sexual harassment: ?Unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature constitutes sexual harassment when submission to or rejection of this conduct explicitly or implicitly affects an individual?s employment, unreasonably interferes with an individual?s work performance or creates an intimidating, hostile or offensive work environment.?"
| |
|
Sexual Harassment in the Workplace, 2006.
An assessment of the current laws regarding sexual harassment and how it differs from basic workplace bullying or harassment.
1,697 words (approx. 6.8 pages), 15 sources, MLA, $ 55.95
»
Click here to show/hide summary
Abstract
This paper assesses the current laws regarding sexual harassment in the workplace, focusing specifically on the Supreme Court case Mack v. Otis Elevator in determining current legal standards regarding sexual harassment. This paper also examines the concepts and laws that are being implemented by employers in the corporate world today.
From the Paper
"In Faragher, the City claimed that it was not responsible for the plaintiff's sexual harassment because it was "unaware" that it existed in the workplace; however, the Court ruled that this was not an acceptable rationale (118 S. Ct. 438). Instead, the Court established that higher-ups in the workplace ought to monitor and control the work environment, and that "reasonable care" ought to be exercised with regard to eliminating a hostile work environment (ibid.). However, these two cases also established that a "tangible employment action" had to occur as a result of the harassment, a decision which was later reiterated in Pennsylvania State Police v. Suders (No. 03-95, 2004). In Suders, the plaintiff asserted that the work environment was so hostile she eventually resigned as a result, and the Court utilized the upholding of her assertion to note that such a change of employment status was requisite for actionable suit aimed at an employer (Heller 2004).
This policy, however, is not to be understood as making an employer responsible for all conduct of employees under the aegis of the organization. Two early cases established that employers could not be held responsible for certain behaviors by employees; Corn v. Bausch and Lomb, Inc. established soon after the implementation of Title VII that the employer could not be held directly responsible for the personal actions of one employee (390 F. Supp 161). Likewise, Tompiks v. Public Service Electric and Gas Company noted that certain behaviors, specifically those that were "an unfortunate consequence of an inharmonious personal relationship," could not be construed as sexual harassment (422 F. Supp. 553)."
| |
|
Sexual Harassment in the Workplace, 2004.
An analysis of the phenomenon of sexual harassment in our workplace.
2,248 words (approx. 9.0 pages), 4 sources, MLA, $ 69.95
»
Click here to show/hide summary
Abstract
Sexual harassment in the workplace is not a recent problem, although legal liability for it is. There has been widespread publicity, yet surveys have shown that many companies in the United States have not taken the proper steps to protect themselves and their employees. This paper looks at the types of sexual harassment by examining specific cases, responsible actions, and remedies that can be sought under Title VII.
From the Paper
"There are two forms of sexual harassment that the Federal Law recognizes. The first is quid pro quo. Under the quid prop quo harassment, a person in authority demands sexual favors of a subordinate as a condition of getting or keeping job benefits. When such harassment occurs, the subordinate has the official right to take legal action. The company is held strictly liable even if it had no knowledge of the harassment because the courts follow the doctrine of respondeat superior. In 1982, the United States court of Appeals of the Eleventh Circuit set forth the rationale for a company?s strict liability in Henson v. City of Dundee."
|
|
|
