Sexual Harrasment

versed Harassment Topic Human imagery Management/intimate Harassment Char be activeers Paula, Management trainee in the Production segment of a medium-sized club Steve, Vice President of Production and Paulas omnibus Richard, Paulas co croper and a Manager in Production Paula, a new-fangled college graduate, is a fresh hired manager in the Production plane section of a medium-sized US Company. The first woman selected for this production training position, Paula claims her forge very seriously. She has been with the transcription for three months.For the first two months, she performed her duties very head, besides during the decision month, Steve, her boss, has sight a change in Paula. She seems more try and uneasy and is to not concentrating on her work as conscientiously as she previously did During the last month, Paula has been continually harassed by Richard, a coworker. At first she move ignoring his jokes and knowledgeable banter. However, his persistence h as caused Paula ease up very uneasy touchings while she is at work and at home as surface up.Paula looked into the employees handbook concerning inner molestation policies and found none. She really did not screw what to do. Finally, after noticing her continually declining work, Steve asked her what was b otherwiseing her. She told him the problem and showed him information concerning the EEOC laws dopeing with internal anguish in the employment she had found in a human resources schoolbook from college. She besides give tongue to that she was considering taking action against Richard if his actions keep.Steve told her he was totally unaw be of the problem only agreed something should be make. He asked her to investigate what the establishment needed to do to stop this from occurring now and also to anyone else in the future. He also thanked Paula for her attention and honesty and also promised her that something would be done. What Are the honest Issues? 1. Wha t is versed worrying, and why is it prohibited? 2. What arrangements does a follow have to recognise with informal torment issues?Does an organization have an obligation to establish write policies on sexual curse? 3. What obligations does a manager have to deal with accusations or open up incidents of sexual worrying among his subordinates? How should such incidents be handled? 4. What should be done with respective(prenominal)s who are accused of sexual anguish? What would be take away penalties for mortals found to have been involved in sexual harassment of others? 5. What obligation does a company and its managers have towards the victims of sexual harassment?What Actions Should Be taken? 1. What actions should Paula take? 2. Should Steve trade this current problem before he asks Paula to plan a harassment policy for the organization? 3. Is Paula the best choice to fall in this document? 4. Should Richard be fired? Punished? 5. What are the choices Steve can take, and which would you remove? Why? 6. What good theories make the most sense (utilitarian, rights, justice) concerning this shimmy? 7. What actions should Steve take?Sexual HarrasmentSexual harassment is a two word show which hopes to never be brought up in a fire subdivision, law in full or just in conversation. It is a despicable practice that is wide acceptable around the nation in fire departments and in business. However, it is not tolerated on the legal front, nor should it ever be condoned in a master copy environs. Discrimination on the basis of sexual orientation or sexual activity is absolutely intolerable and is a plague on todays fire service. Claims on sexual harassment arise all the measure and are never short of horrendous and disgrace acts, as well as crude remarks against the plaintiff.Many legal issues arise when it comes to sexual harassment as so many aspects play into a claim of sexual harassment. The border sexual harassment is defined as Unwe lcomed sexual advances, requests for sexual favors, and communicatory or physical conduct of a sexual nature, when submission to or rejection of this conduct affects an individuals employment, immoderately interferes with an individuals work performance, or creates an intimidate, contradictory or offensive work environment By J. Curtis Varone, intelligent Considerations for Fire and emergency services, 2nd edition, page 421.Accordingly sexual harassment claims tend to include almost all the above elements as well as many more elements, be they physical or verbal. It is also broken down into two main categories. The two categories of sexual harassment are quid pro quo (this for that) and bitter work environment. flock Pro Quo sexual harassment Occurs when the employees employment opportunities or benefits are granted or denied because of an individuals submission to sexual advances or requests for sexual favors. Varone, 421.Such examples of this kind of sexual harassment woul d include a effeminate firefighter being denied a promotion unless she submitted to a perverse act entirely un cerebrate to the typical factor of promotion. Often times, such harassment only occurs whereby the supervisor is the harasser, making the employer strictly liable for the claim. Hostile get to Environment sexual harassment Occurs when unwelcome sexual conduct unreasonably interferes with an individuals work performance or has the effect of creating an intimidating or offensive work environmentVarone, 422. Such related examples do not even need to relate to employment opportunities or anything related under quid pro quo harassment. It is possible for hostile work environment harassment to occur when either the employer or supervisor should have cognise ab reveal the event occurring, or that the said supervisor should have done something about it. Possible examples include sexually oriented comments, display of sexually oriented material in the workplace, sexually oriente d demeaning label or obscene remarks or jokes to the harassed individual.Often more times than not, hostile work environment harassment is more common than quid pro quo. Statistics on sexual harassment are surprisingly low compared to other types of harassment or discrimination. Sexual harassment is under-represented due to fear of penalization or disciplinary action. The EEOC puts out statistics every division on the matter. The year of 2011 was the lowest amount of claims year in the past decade however, the alter done are no less degrading. The below table is establish upon EEOC statistics. EEOC Sexual Harassment Claims 2011 Statistics original Claims filed 11,364 % of Charges Filed by Males 16. 3% Claims Resolutions by reference Number Percent Settlements 1,367 10. 9% Withdrawals w/Benefits 1,150 9. 1% Administrative Closures 2,635 21. 0% No Reasonable Cause 6,658 53. 0% Reasonable Cause 761 6. 1% Successful Conciliations 288 2. 3% Unsuccessful Conciliations 473 3. 8% Merit Resolutions 3,278 26. 1% Total Settlement Dollars $52,300,000 Compared to previous years, 2011 has been substantially lower in amount of claims of sexual harassment.Also seen is the financial burden that sexual harassment carries. It is by no means unreasonable for the amount and extent of damages that occur for the affected individuals. rattling examples of sexual harassment in the media are ever prevalent today. ace such recent example comes from genus Phoenix, Arizona. The female plaintiff alleges that she endured years of demeaning names and remarks as well as having been passed up for promotion where it was due. She issued a $70,000 lawsuit against the City of Phoenix. A case very similar to this is the Julia M.ORourke v City of economy case from the early 90s, which I hold ordain be similar to the final outcome of the City of Phoenix case. Julia M. ORourke was one of the first female firefighters in the history of the Providence fire department. She s tarted with 6 other women in the process of the fire departments honorary society in January of 1992. After which, ORourke was hired under the citys new affirmative action policy. It wasnt until this point that the Chief of the department made a sexual harassment policy. The policy verbalize was to stay sexual related content, be it media, or remarks out of the department.It also stated that the supervisor of each station was responsible to enforce the policy. Also added was a course on sensitivity training as well as a sexual harassment course. Prior to even being fully employed, Julia experienced many causas of sexual harassment during the academy. Almost every instance can be tied to hostile work environment sexual harassment. On numerous occasions, one ad hoc academy member, Ferro, was found to be discussing overly sexual opinions, displaying pornographic content to other members as well as making remarks specifically to ORourke.In one specific event, Ferro pointed to ORourk es breasts and claimed that she was stacked, in the company of many other students at a water training exercise. Ferro continued to be a oecumenical problem for ORourke during the course of the academy. Even after making through with(predicate) the academy and being hired on at engine 5, B shift, the harassment did not stop, in fact, it got worse. Instead of just from a co-worker, harassment was now coming from the company officeholder on her shift. A specific event occurred where the company officer threw pieces of paper with ORourkes number out of the engine while going past a bar in the own. Despite being asked to stop by ORourke, the company officer continued and laughed. Also at one point, she was warned that in that respect was the possibility of there being a closed circuit camera in her head for the hills room. She felt completely invaded and violated in a place that should feel at the very least safe. Volatile treatment like this continued to occur for the next 2 years . Finally in September of 1994, ORourke sought out the Citys EEO officer. This finally got the ball axial rotation to straighten out and shed justice on the issue.Final verdicts won for ORourke throughout the year of 1997 on numerous cases on the basis of hostile work environment sexual harassment. ORourke was victorious in receiving her dues on the basis of sexual harassment. I feel that the Phoenix Arizona case get out play out similarly, but only time will tell as there is not much information so far on the exact events or court trials. Ultimately, sexual harassment will continue to plague the fire service until people induce more tolerable of others differences.Sexual harassment is immensely degrading for the affected individual and is nothing short of driving a somebody to inadequacy. It should never be tolerated in the workplace or professional environment and certainly has no place in the fire service. The main virtue is that a person can do the job. That is the only merit that holds true, but discrimination on the basis of gender or sexual preference simply isnt a proper means of deciding whether or not an individual should be able to perform in this job.It is my hope that there will continue to be a downward trend in sexual harassment claims and actual occurrences as the practice of such is horrendous. Works Cited Varone, J. C. (2006). Legal considerations for fire and emergency services. Delmar Pub. Resendez, M. E. (Writer) (2012). In ABC 15. Phoenix, AZ ABC. Retrieved from http//www. abc15. com/dpp/news/region_phoenix_metro/central_phoenix/70k-sexual-harassment-lawsuit-prompts-big-changes-at-the-Phoenix-Fire-Department Eeoc. Retrieved from http//www. eeoc. gov/Sexual HarrasmentSexual Harassment Topic Human Resource Management/Sexual Harassment Characters Paula, Management trainee in the Production Department of a medium-sized company Steve, Vice President of Production and Paulas Manager Richard, Paulas coworker and a Manager in Production Paula , a recent college graduate, is a newly hired manager in the Production Department of a medium-sized US Company. The first woman selected for this production training position, Paula takes her work very seriously. She has been with the organization for three months.For the first two months, she performed her duties very well, but during the last month, Steve, her boss, has noticed a change in Paula. She seems more tense and uneasy and is to not concentrating on her work as conscientiously as she previously did During the last month, Paula has been continually harassed by Richard, a coworker. At first she tried ignoring his jokes and sexual banter. However, his persistence has caused Paula have very uncomfortable feelings while she is at work and at home as well.Paula looked into the employees handbook concerning sexual harassment policies and found none. She really did not know what to do. Finally, after noticing her continually declining work, Steve asked her what was bothering her . She told him the problem and showed him information concerning the EEOC laws dealing with sexual harassment in the workplace she had found in a human resources textbook from college. She also said that she was considering taking action against Richard if his actions continued.Steve told her he was totally unaware of the problem but agreed something should be done. He asked her to investigate what the organization needed to do to stop this from occurring now and also to anyone else in the future. He also thanked Paula for her patience and honesty and also promised her that something would be done. What Are the Ethical Issues? 1. What is sexual harassment, and why is it prohibited? 2. What obligations does a company have to deal with sexual harassment issues?Does an organization have an obligation to establish written policies on sexual harassment? 3. What obligations does a manager have to deal with accusations or established incidents of sexual harassment among his subordinates? H ow should such incidents be handled? 4. What should be done with individuals who are accused of sexual harassment? What would be appropriate penalties for individuals found to have been involved in sexual harassment of others? 5. What obligation does a company and its managers have towards the victims of sexual harassment?What Actions Should Be Taken? 1. What actions should Paula take? 2. Should Steve address this current problem before he asks Paula to draft a harassment policy for the organization? 3. Is Paula the best choice to develop this document? 4. Should Richard be fired? Punished? 5. What are the choices Steve can take, and which would you choose? Why? 6. What ethical theories make the most sense (utilitarian, rights, justice) concerning this case? 7. What actions should Steve take?