Sexual Harassment in the Workplace
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Please see the case on Sexual Harassment and answer the follwoing questions to help me get started:
1. DO YOU RAISE THE ISSUE WITH YOUR C.E.O.?
2. IF SO, WHAT DO YOU TELL HIM?
3. WHAT DO YOU ADVISE HIM TO DO?
4. HOW DO YOU RESPOND TO THE JOURNALIST?
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Solution Summary
Based on the case scenario, this solution responds to the questions on sexual harassment e.g. do you raise the issue with the CEO, what do you tell him, what do you advise him to do and how do you respond to journalist. This respond includes a step-by-step process dealing with sexual harassment in the workplace, including a supplementary article.
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RESPONSE:
1. DO YOU RAISE THE ISSUE WITH YOUR CEO?
Yes, the issue should be brought to the attention of the CEO If you are the appointed person to deal with such issues, you will discuss it with him. It depends somewhat on the sexual harassment policy at the company, which should name the person to whom the sexual harassment complaints should be reported. One thing is for sure, through, sexual harassment complaints need to be taken seriously and investigated and reported to the CEO.
Swine's behavior violates the Fink business code and sexual harassment is also in violation of the law. Failure to adopt a pro-active and aggressive stance on this issue can result not only in costly lawsuits, but also in a loss of employee morale, decline in productivity, and an erosion of a company's public image.8 (http://www3.uakron.edu/lawrev/robert1.html). Since an anonymous caller has already contacted an investigative reporter, the company's public image is already at risk, as is its productivity and employee morale. If dealt with immediately, it can be investigated and a proper remedy decided on which could avoid a law suite against the company. Bad press, which often accompanies such cases, can cost a business not only its reputation but also its customers and revenues.
Therefore, the consequences of not raising the issue with the CEO are too high. If not dealt with, the two women might decide to go the legal route, which may prove costly because these risks have substantially increased in recent years. In 1991, for example, Congress amended Title VII to permit victims of sexual harassment to recover damages (including punitive damages) under federal law.9 Moreover, in 1993 the U.S. Supreme Court broadened the reach of this law by making it easier to prove injury.10 As a result, sexual harassment in the workplace presents a clear and present danger to businesses. They must now act or face increasing risk of liability (http://www3.uakron.edu/lawrev/robert1.html).
Employers, therefore, are well advised to observe the EEOC's guidelines on this issue. Under these guidelines, the employer (Fink) is liable when either their supervisors (Swine) or agents create ...
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