Sexual harrassment and discrimination in the workplace
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Bill didn't exactly fit in at the XYZ Corporation. First, Bill lost out on a promotion because a female co-employee was sleeping with their mutual boss and for that reason got the promotion instead. Later, Bill was denied a raise because he refused to have sex with his male supervisor. Still later, Bill was fired when he refused to sleep with the firm's female CEO. Bill sues XYZ for sexual harassment, citing all three incidents. Across the 50 states, for which of the incidents is he most likely to recover? Why?
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Solution Summary
This is a case study of the XYZ Corporation's sexual harasment actions against an employee, Bill, and his lawsuit against them. Thre isolated but related incidents are examined.
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Bill didn't exactly fit in at the XYZ Corporation. First, Bill lost out on a promotion because a female co-employee was sleeping with their mutual boss and for that reason got the promotion instead. Later, Bill was denied a raise because he refused to have sex with his male supervisor. Still later, Bill was fired when he refused to sleep with the firm's female CEO. Bill sues XYZ for sexual harassment, citing all three incidents. Across the 50 states, for which of the incidents is he most likely to recover? Why?
It would appear the Bill works in an organization pretty vulnerable to sexual harassment claims...if the proper procedures are followed.
SUMMARY OF LAW:
The Equal Employment Opportunity Commission (EEOC) produced guidelines for the definition and enforcement of Title VII in 1980. The EEOC definition of sexual harassment is as follows:
Unwelcome sexual advances, requests for sexual favors, or other verbal or physical conduct of a sexual nature when:
1. Submission to such conduct was made either explicitly or implicitly a term or condition of an individual's employment,
2. Submission to or rejection of such conduct by an individual was used as the basis for employment decisions affecting such individual, or
3. Such conduct has the purpose or effect of unreasonably interfering with an individual's work performance or creating an intimidating, hostile, or offensive working environment.
Numbers 1 and 2 are ...
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