Abstract
In this article, the writer discusses that with the rise of the modern feminist movement in the late 1960s and 1970s, what had previously been considered tolerable, if not acceptable, behavior in the workplace began to be called into question - especially as it pertained to the matter of sexual harassment. With this in mind, this paper looks at the important issue of sexual harassment and examines what strategies have been pursued and continue to be pursued with regards to addressing this issue. The focus falls primarily upon Canadian organizations charged with protecting the interests of women in the workforce. The writer details why sexual harassment is such an important topic and discusses in brief four Canadian organizations ostensibly committed to fighting sexual harassment in the workplace and looks at the strategies they pursue towards this end. Finally, the paper concludes with an assessment of the strengths and weaknesses of the strategies apparently put forward by the above-mentioned organizations and notes what can be done differently to achieve the final aims of those preoccupied with bringing sexual harassment to an end.

From the Paper
"The first women's organization worthy of discussion is the Alberta Women Entrepreneurs organization - or the Alberta Women's Enterprise Initiative Association as it has historically also been called. A review of the organization's professional website reveals very little about the policies the AWE pursues in order to combat sexual harassment. For example, the home page contains links to popular events the organization puts on regularly with the goal of educating women about what skills and attitudes they need to be successful in an alleged "man's" world, but a careful review of the site does not reveal any specific policy initiatives vis-a-vis sexual harassment. Presumably, because the organization pursues an educational function above all else, at least some of the many events it stages each year discuss what women need to look for when they believe themselves to be the victims of sexual harassment . ."

Tags:workplace, men, women, appropriate, behavior

Abstract
The paper looks at the important issue of sexual harassment and examines what strategies have been pursued and continue to be pursued with regards to addressing this issue. The paper focuses on Canadian organizations charged with protecting the interests of women in the workforce and details why sexual harassment is such an important topic. The paper discusses in brief four Canadian organizations ostensibly committed to fighting sexual harassment in the workplace and the strategies they pursue towards this end, some important insights provided by the course readings, and what - if anything - is being done to make the situation in Canada better. Finally, the paper concludes with an assessment of the strengths and weaknesses of the strategies apparently put forward by the above-mentioned organizations and notes what can be done differently to achieve the final aims of those preoccupied with bringing sexual harassment to an end. Ultimately, the paper illustrates just how much more work needs to be done.

From the Paper
"With the rise of the modern feminist movement in the late 1960s and 1970s, what had previously been considered tolerable, if not acceptable, behavior in the workplace began to be called into question - especially as it pertained to the matter of sexual harassment. With this in mind, the following paper will look at the important issue of sexual harassment and examine what strategies have been pursued and continue to be pursued with regards to addressing this issue. As a further note, the focus will fall primarily upon Canadian organizations charged with protecting the interests of women in the workforce. The reason for this is that a paper..."

Tags:sexual, harassment, policies

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
This paper states sexual harassment includes any unwelcome, unsolicited, and non-reciprocated behavior that constitutes deliberate or unintentional verbal or physical conduct of a sexual nature. The author explains that "quid pro quo" harassment takes place when an employee is required, directly or subtly, to tolerate harassment in order to retain or obtain a job, a promotion, or a pay increase. The paper relates that, if mediation fails, or if the victim issues a formal complaint in writing, the manager should take the necessary steps to conduct immediately comprehensive investigations into the matter in accordance with the company's sexual harassment policies.

From the Paper
"In many cases, comments or actions are made unwittingly that are equivalent to sexual harassment. Even though there may have been no intent to harass another person, an offender might make sexually discriminating remarks or impose a role based on his or her sex, especially concerning sexual behavior or appearances, and degrade another person's personality, as a result. When this occurs, there are many detrimental consequences, many of which are as severe as those caused by intentional harassment. Basically, in my opinion, if a man compliments a woman on her taste in clothes on a regular basis, it is not sexual harassment. If she tells him it makes her uncomfortable and asks him to stop, it is, even if he does not intend it to be."

Tags:unsolicited, non-reciprocated, quid-pro-quo, mediation, investigation

Abstract
This paper examines current trends of sexual harassment in the workplace. The paper begins by exploring the different categories of harassment, the reasons for its perpetuation and the methods by which companies strive to prevent it. Also investigated is the various tools employees have to combat sexual harassment. The paper concludes by underscoring the progress that American society has made in this arena, specifically in the last two decades, in recognizing and discouraging inappropriate conduct.

Table of Contents
Executive Summary
Introduction
Workplace Sexual Harassment
History and Definition of Sexual Harassment
Types of Sexual Harassment
Why does Sexual Harassment Occur
The Effects of Sexual Harassment
Employer Responsibility: Preventing Sexual Harassment
Why Should Employers Prevent Sexual Harassment
Preventative Training
Sexual Harassment Policy Statement
Formal Investigatory Procedure
Disciplinary Action
Employee Options: Confronting Sexual Harassment
Informal Complaint Procedure
Litigation
Conclusion
Works Cited
Bibliography
Appendix A
Appendix B

From the Paper
"Sexual harassment was first defined, albeit vaguely, in Title 7 of the American Civil Rights Act of 1967 which prevents discrimination on the basis of race, colour, religion, national origin and sex (Cooper, p.24). However, the Act left a legal void which the courts had to fill so as to eliminate confusion. For example, between 1964 and 1980 the courts still treated sexual harassment as a personal matter between the harasser and the complainant (Paludi, p.34). Gradually, a working legal definition of sexual harassment evolved through guidelines established by the Equal Employment Opportunities Commission (EEOC). In 1981, the EEOC set the primary standard for implementing the provisions of Title 7 when it stated that sexual harassment was "unwelcome sexual advances, requests for sexual favours and other verbal or physical conduct of a sexual nature when any one of the following criteria is met (Paludi, p.2)."

Tags:employee, training, disciplinary, action, complain, equal, employment, opportunities, commission, title, 7, unwelcome, sexual, advances

Abstract
This paper examines sexual harassment as a dangerous weed that needs to be uprooted from our society. The paper explains how this malady threatens our fundamental, constitutional basis of freedom and equality for all. The paper contends that implementing a good sexual harassment policy at the organizational level and strict enforcement of punishments for offenders is the rightful solution to the problem.

Outline
Thesis
Introduction
Ubiquitous Phenomenon
Types of Sexual Harassment
Effective Strategies
Creating Awareness
Managerial Intervention
Conclusion

From the Paper
"Sexual harassment is not a new problem but one that continues to haunt our society for a long time. The most common setting where sexual harassment is blatantly obvious is the workplace, which is proved by the ever increasing number of sexual harassment cases being reported over the last few years. Almost all walks of life are infested by this malady and even the noble professions like academia and hospice environment are not spared. In fact it is the hospitals where sexual harassment is more prominent. A recent study conducted revealed that around 69% to 85% of nurses have reported to have been subjected to some kind of sexual harassment in their workplace. Another independent study conducted on 188 intensive care nurses revealed that more than 46% of them had undergone sexual harassment in one form or the other and that in almost 82% of the cases the offenders were the physicians."

Tags:abuse, victim, offender

Abstract
This paper presents an in-depth discussion about sexual harassment, which is still a serious problem in the workplace. According to the paper, both employers and employees face significant challenges. Employers are concerned with liability and the need for prevention while employees must attend more training and attend to more vigilant employers and more stringent workplace policies. Despite changes, the paper notes that workplace sexual harassment continues to occur, costing those deemed to be at fault millions of dollars each year.

From the Paper
"Sexual harassment is still a serious problem in the workplace. Both employers and employees face significant challenges. Employers are concerned with liability and the need for prevention while employees must attend more training and attend to more vigilant employers and more stringent workplace policies. Despite changes, workplace sexual harassment continues to occur, costing those deemed to be at fault millions of dollars each year. Changes in law, social trends, and workplace culture appear to affect the occurrence of workplace sexual harassment but there seems to be no definitive solution."

Tags:sexual, harassment, workplace

Abstract
This review defines sexual harassment and discusses several ways in which employers could reduce or prevent the problem from occurring in their organizations. These include: the development of specific, concrete, and directive company policy; the use of contracts in which employees specify that any developed relationships are consensual; transfers of one member of a relationship to another department; forbidding dating by coworkers; having managers immediately report any incidents of sexual harassment to Human Resources people; developing, at the company, a specific team or department that handles sexual harassment allegations; getting managerial and supervisory employees to fully commit to writing, communicating, fully investigating and fully enforcing company sexual harassment regulations.

From the Paper
"According to Lippman, sexual harassment is properly characterized as more about power than sex. In her discussion of nurses who experience sexual harassment at the workplace, Lippman points out that the key definitional element of sexual harassment is the idea of quid pro quo in which sexual favors are requested from an employee in return for job benefits. Those offering the quid pro..."

Tags:sexual harassment, workplace, employers, employees, co-workers

Abstract
In this article, the writer explores the subject of sexual harassment in the workplace. The writer examines the forms that sexual harassment can take and ends with a policy intended to prevent this behavior.

From the Paper
"This company is committed to maintaining a positive working environment The company does not discriminate on the basis of race color national origin sex age disability creed religion or sexual orientation. The company will not tolerate sexual harassment or related retaliation against or by any employee. This policy provides a general definition of sexual harassment. It also prohibits sexual harassment and related retaliation and provides procedures to follow when there is reason to believe that a violation of the Policy has occurred."

Tags:sexual harassment, quid pro quo, harassment, victim, policy manual, employee, supervisor

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 ..."

Tags:Sexual harassment, workplace, EEOC, prevention strategies