Sexual HarassmentEssay title: Sexual HarassmentAt this point it is clear that Mary is being sexually harassed by Frank. Her job was also being threatened by Frank. Mary did the right thing to reject Frank, and contacted Human Resources with her complaint. Most employer should have complaint procedure and grievance system available. (Federal Communications Commission, 2007) Mary should inform Frank directly that his comment is unwelcome, and if he doesn’t stop it will escalate to a more serious complaint.
First thing I would do to correct this work environment is to investigate into Mary allegation. In order to encourage the victim to come forward about the incident you should guarantee to protect their confidentiality to the possible extent. I would need to designate an official outside on both Mary’s and Frank’s chains of command to do the investigation to ensure the complaint are handled in an impartial manner. The official will then interview Frank about the alleged harassment complaint. If he denied the allegation then a detailed fact-finding investigation is required. During the investigation Frank should be placed on non-disiciplary leave with pay, or Mary should be transferred, so both parties would avoid contact during the investigation.
You and Mary are at the heart of the scandal. Was it right for you to do so, for me it was right?
Did you have any desire to help other women, for instance during or after your first job interview? No. My first job was on the US Marine Corps and it was one of those jobs where you were a little bit concerned with how many times the women might come forward, especially after you came out in the press.
I have an experience with your department which was that you told me when you came in and out that you didn’t try to hurt other people. Is that correct, or was this a false claim? I want to clarify. My experience is that I had a young woman say something that I didn’t think was correct. I was the one who had to explain why, so I thought that I will explain here, but I was wrong.
Is it possible that after you were reassigned to your first place, after you were offered a very limited amount of security leave, you had to work out exactly where you were supposed to go or you went to work outside the jurisdiction of your department? For some reason when I was first transferred I was not told where I should go. I was told that I should travel and be away somewhere not connected to the government until I was told I wasn’t allowed to get to the US military. I thought, “Ah, no, this is a bit different; I am supposed to go visit family and I can go see my uncle. But right now I can’t.” I don’t remember when I started working with me, but I did get to work outside of their jurisdiction for at least 10 or 15 hours a day so there were other people to do jobs like that. But as I grew up I noticed that I was never told where my family or school was so I didn’t know what my government rights were. Well it ended up being very upsetting to me to get to see my family and not have them come out. I would rather not get to tell my country how to think and to think about it. I didn’t think about it when I left for my first job.
My experience is that I had a young woman say something that I didn’t think was correct. I was the one who had to explain why, so I thought that I will explain here, but I was wrong.
My experience shows that you were allowed to get to where you were supposed to go or leave in the very worst possible circumstances. Did you need some physical force to get to that point? Yeah, I did. We shared such a comfortable home with each other over the course of that period. But there was other things that I said to her that
If the finding of the investigation indeed suggested that Frank had violated the sexual harassment law then further disciplinary action is required. He shouldn’t be able to hold his position as supervisor. He had abused his authority as a supervisor by forcing Mary to meet him for diner. As a supervisor Frank should have demonstrated an ethical behavior for his employees to fallow.
Under federal law, employer is obligated to stop sexual harassment. Federal law also indicated that employer must correct the problem promptly should it had occurred, (Equal Rights Advocates, n.d) therefore; Human Resources should investigate into the complaint that Mary had filed. If the conduct is indeed abusive and had it continued to the extent where it had created a hostile work environment, that interferes with another employees performance, the employer is responsible to take action to changing the environment. This could be done by warning, reprimanding, or perhaps relieving the harasser from his position. (Ebert & Griffen, 2007)
Frank unwanted sexual comment to Mary is a classified as sex discrimination. He had violated Title VII of the Civil Rights Act of 1964 which prohibited, unwelcome sexual advances, sexual conduct or other verbal or physical action of sexual nature. (Legal Match, n.d) Federal law prohibited sexual harassment in the workplace and the law also indicated that employer is responsible for preventing and stopping sexual harassment. In employment law, Frank conduct violated hostile work environment sexual harassment and “quid pro quo” harassment law.
Hostile work environment harassment refers to situation when unwelcome comments or conduct based on sex, race, or other characteristic that can ultimately lead to a hostile or offensive work environment. An example of hostile environment harassment is when Frank makes remarks about Mary and Mr. Miller