For example, the law prohibits the employers to discriminate an employee or deny him or her opportunity to benefits from the privileges of employment on the bases of sex, religion and color. This paper seeks to discuss Title VII and sexual harassment including Quid Pro Quo, Hostile Work Environment and Court Decisions.
Title VII specifies that a violation is undertaken only when a sexual conduct is on the conditions of employment. One of the major types of sexual harassment is quid pro quo. This kind of harassment takes place when hiring, promotion, grading and salary increment among other aspects are based on the employee’s submission or rejection of sexual favors and advances. This implies that for a quid pro quo to occur, an employee is required to submit to sexual harassment from his or her seniors in order to be advantaged in the work places. In the same way, hostile work environment as depicted by Title VII occurs when harassment at the work place interferes with the duties of the employees thus altering their performance. It also occurs when the working environment is characterized by abusive and offensive language. To determine whether a working environment is hostile, Title VII depicts that an examination should be conducted to ascertain whether or not the conduct was physical or verbal. Secondly, it is imperative to examine if the conduct was done on regular bases. Thirdly, as a manager I should conduct an examination as to whether the conduct was patently offensive or hostile. Fourthly, it is vital to examine whether the harassment in instigated by a supervisor or a co-workers. Fifthly, as a manager I need to examine whether other employees or supervisors of various departments were perpetrated in the harassment.
Even though Title VII does not explicitly differentiate between hostile work harassment and quid pro quo, the application and the distinctions between these two forms of sexual harassment