Sexual Harassment Education
1 Sexual harassment is referred to as unwelcome sexual request, advances for sexual favors, as well as other physical or sexual conduct when:
a) The behavior is sufficiently pervasive or severe as to create a hostile, intimidating environment; b) submission is either implicit or explicitly a condition affecting employment or academic decisions; c) the behavior continue refusal by the individual to which the harassment is directed (Shakil, Lockwood & Grady, 2018).
The applicable law include: Arizona and Oregon law apply similar regulation to that of the Federal law of the Civil rights act 1964.
2. We as a group agreed that it is not advisable to have different views at the State on sexual assault.
3. The latest sexual harassment claim is that of the Police Inspector was accused of assaulting 14-year-old female colleagues. Detective Inspector is known as Simon Hurwood forced women into having sex’ and he was obsessed with their color of underwear. The detective worked for 27 years for Cleveland Police and groomed an approximate of 20 women.
Our team came into agreement that the media coverage was beneficial to any case because it allowed for the domino effect of the claim in sexual harassment.
4. The employer has the responsibility of investigating the claims that are related to harassment as well as determining whether the accusations are true or false (Gündemir, Does & Shih, 2018). The employer has to be neutral to both the parties during the investigation process (Jagsi et al., 2016). The investigation should not be handled publicly until the confirmation of the accusation. Our answer will not change regardless of the degree of the scandal.
5. Corporation allows protection for personal assets, and are also liable for any loss caused by negligence while in a sole proprietorship there is no protection of personal assets.
6. The risk management procedures include: management should come up with the open door policy. When there is female and male in an office, there must be a third party, or the door must be left open for the integrity of their conversation. There should be the provision of training programs to management, leaders, and employees regarding the sexual harassment policy (Thurston, Chang, Matthews, Känel & Koenen, 2018).
Gündemir, S., Does, S., & Shih, M. (2018, July). Third Party Perceptions of Organizations Facing Sexual Harassment Claims. In Academy of Management Proceedings (Vol. 2018, No. 1, p. 12385). Briarcliff Manor, NY 10510: Academy of Management.
Jagsi, R., Griffith, K. A., Jones, R., Perumalswami, C. R., Ubel, P., & Stewart, A. (2016). Sexual harassment and discrimination experiences of academic medical faculty. Jama, 315(19), 2120-2121.
Shakil, S., Lockwood, M., & Grady, D. (2018). Persistence of Sexual Harassment and Gender Bias in Medicine Across Generations—Us Too. JAMA internal medicine, 178(3), 324-325.
Thurston, R. C., Chang, Y., Matthews, K. A., von Känel, R., & Koenen, K. (2018). Association of sexual harassment and sexual assault with midlife women’s mental and physical health. JAMA internal medicine.