In any company or organization, the workplace environment is of critical importance because productivity of the employees is directly related to the environment of a workplace. The issues related to the workplace environment include gender discrimination, collective bargaining,…
Sexual harassment usually involves males who are at higher positions and they harass their subordinate women in order to get sexual favors by threatening them of getting fired from the job. It is not only a form of unlawful employment discrimination that is based on sex but also it violates title VII of the civil rights act 1964.
If we talk about harasser, we can say that at any specific workplace, the harasser and the victim can be an employee, an employer, supervisor, a person from the management staff, and even the boss. Some cases of sexual harassment may involve such homosexual men who are at higher positions and they harass their subordinate heterosexual men in order to get sexual favors. Conte (2000) found that in some cases, the victims of sexual harassment make complaint to the higher officials regarding offenses and in some cases they don’t want to expose the situation because of the society and the relatives. In such cases, sexual harassment gets increased and the victim sometimes gets in more trouble instead of coming out of the unwanted situation.
The strategy which our company’s manager has implemented regarding the prevention of sexual harassment involves privacy of the victim. If a case of sexual harassment occurs in our company, the victim writes the incident on a paper and submits it to the manager instead of telling him by words. Then the manager calls the offender and the victim in a separate room in order to settle down the issue and take the required action against the offender. “It is the organizations responsibility to encourage staff to report incidents of sexual harassment by making the process accessible to all and by being approachable and dealing allegations in a sensitive and confidential manner” (Dawkins, 2007).
At present, the management of the companies focuses on the privacy of the victim in order to ...
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(“Employment Law Issue Essay Example | Topics and Well Written Essays - 500 words”, n.d.)
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(Employment Law Issue Essay Example | Topics and Well Written Essays - 500 Words)
“Employment Law Issue Essay Example | Topics and Well Written Essays - 500 Words”, n.d. https://studentshare.net/miscellaneous/398424-employment-law-issue.
She gives an example of a where most employers require that the job applicant already has to be working. This means that it is difficult for people who are currently unemployed, or those who have never worked before to gain employment. It seems that there is a lot of bias that exists among the people who are unemployed (Rampell, 2011.
Name Course No: Course Name: Instructor’s Name: Date: University: In English employment law the issue of employment status is almost exclusively one for the courts to decide upon. Outline the ways and means whereby the Court of Appeal and the Supreme Court differentiate between an employee and a self-employed person and comment critically on their procedures.
Name: Instructor: Course: Date: Employment Law Employment law seeks to act as a guideline for sound practices by employers and employees in the work environment to safeguard them from exploitation and unethical practices. ABC Manufacturing company posses a decentralized human resource (HR) model where each department operates on its own set of HR practices with the head HR manager’s role being as a general overseer.
The Trades Union Congress (TUC) estimates that the employment status of as much as one third of the UK workforce is not clearly defined (Report of UK Conference 2000). On this foundation alone, it should become clear that maintaining the current definitions within employment legislation is not a tolerable option.
There are basically two aspects regarding employment status, firstly, paid covenanted employees and secondly, agency sponsored workers; therefore the essence would lie in the characteristics of the terms and
velopment of different working structures to accommodate the modern business environment has rendered the complex area of employment law a legal minefield. The significant variances in contemporary working relationship structures have compounded the need for legal certainty
rovide validation or does not abide by Section 6 responsibilities to carry out ‘reasonable adjustments’ without providing explanation (Great Britain 1995). Section 6 obligations comprise taking justifiable steps to get rid of barriers that treat disabled workers less