FREE ESSAY ON SEXUAL HARRASMENT

SEXUAL HARRASMENT

The issue that I have chosen to research for the policy and procedures team is sexual
harassment in the workplace. The present policy contained in the associate handbook
states the following: Sexual harassment can take many forms. It includes unwelcome sexual
advances, requests for sexual favors, and other visual, verbal, or physical conduct of a
sexual nature when a person's employment with Sears depends on submission to the conduct;
submission to or rejection of the conduct affects employment decisions concerning the
person; or such conduct unreasonably interface with a person's work performance or create
an intimidating, hostile, or offensive work environment. Any violation of this policy
will result in disciplinary action up to and including termination. Also, we have a
brochure about this issue in the break room. Yearly, there is a focus meeting with every
associate to remind them how the company prohibits all forms of sexual harassment. The
following paragraphs will discuss the research I found that was missing in our company
and information on how to inform our associates about sexual harassment.
Sexual harassment, like rape, is not primarily a sexual event. It is an exercise in POWER
over another person. The offender achieves a form of dominance by making sexual advances
or comments to someone who is not in a positions to respond effectively. The result is
often a host of psychological and even physical problem for the target. The federal
judges arrived at their decision in two ways. The first way that if an employer made an
employees life so miserable that the employee could not take it any longer and quit. The
second way states Title VII says employers cannot discriminate with respect to the
"conditions" of employment. The company's definition of sexual harassment is similar to
the one that I found in my research on this issue.
The area that our company may want to look into is how an associate can prevent sexual
harassment. Some of the key points are: how you dress, don't do social service tasks, and
avoid "courtship behavior." The area of dressing to go to work may cause sexual
harassment if the associate does not watch what they are wearing, associates should dress
appropriately for the office. The next area is concerned with social service tasks such
as getting the person lunch or any non work related activity. This will cause "you owe me
on" and may lead to other things. The last area pertains to avoiding "courtship
behavior," which is non verbal communication. People may take this the wrong way and the
results can lead to comments or actions that would interrupt the work place. These points
can be related back to the associate during the focus meeting.
The last area the policy and procedures team can look at is how the management can
improve the way they handle sexual harassment in the work place. Luckily, this company
hasn't had to make many reports. Some points to cover are: to keep work quality high, get
respect for the associate and keep a diary of sexual harassment reports. Keeping the work
quality relates to having the associate do their work and not having the time to do other
things which can keep someone from reporting a sexual harassment case. This can lead the
associate to a more comfortable feeling and continue their communications with management
about things that are happening in the work place. The diary idea is a good one because
it is the first step in establishing the sexual harassment case.
The research that I found on sexual harassment will help with any revisions the company
may make on policies of this subject. My suggestion is to give more information during
the focus meetings such as how to prevent sexual harassment in the work place. Also, to
train the management team how to handle a sexual harassment case when it occurs.