Sexual Harassment at Hooters
AbstractManagers and employees periodically face various forms of ethical dilemmas. The manner in which they decide to deal with these dilemmas can have a compelling impact on the goals of the corporation. This paper outlines a few of the more common ethical dilemmas that managers and employees can face at Hooters of America, Inc., sexual harassment and supervisor subordinate dating.
Company HistoryThe first Hooters restaurant opened in 1983 and since then the Atlanta based franchise has over 445 locations worldwide. Over half of Hooters 25,000 employees are employed as Hooters girls. Throughout the years beautiful woman have quite literally become synonymous with the restaurant chain. Hooters of America (2008) pride itself on what they describe as, a pro active lead in the industry addressing issues raised by individual acts of sexual harassment. (About us P10)The company has adopted and implemented a non harassment policy which disallows any form of verbal or physical behavior that is deemed inappropriate.
IntroductionThe Equal Employment Opportunity Commission (EEOC) (2008) defines sexual harassment as Unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature constitute sexual harassment when this conduct explicitly or implicitly affects an individual's employment, unreasonably interferes with an individual's work performance, or creates an intimidating, hostile, or offensive work environment. (Sexual Harassment P2) Title VII of the Civil Rights Act of 1964 protects any employee against discrimination based on sex this includes any form of sexual harassment. According to EEOC web site (2008) the harasser or the victim can be either male or female. The harasser can be anyone employed by the organization including a non employee. The conduct performed by the harasser must be unwelcomed in order for the circumstance to merit sexual harassment. The EEOC (2008) notes that during 2007 they received over 12,000...