workplace diversity

Running head: SEXUAL HARASSMENT

Sexual Harrassment

Multicultural Issues in Society

Brendan A. Whitford

Tiffin University

February 26, 2011, Cohort 20, Soc 360

Professor Carlson

My company's Policy Statement reads as follow: This company is committed to maintaining a positive working environment. The company does not discriminate on the basis of race, color, national origin, sex, age, disability, creed, religion, or sexual orientation. The company will not tolerate sexual harassment or related retaliation against or by any employee. This policy provides a general definition of sexual harassment. It also prohibits sexual harassment and related retaliation, and provides procedures to follow when there is reason to believe that a violation of the Policy has occurred.

In an article by John Pearce and Samuel DiLullo published in SAM Advanced Management Journal (2001), the authors write that sexual harassment is a serious problem in the workplace. They warn that employers must not further complicate the problem and increase their potential liability by retaliating against an employee who files a complaint because retaliation by an employer in the private sector is both unlawful and actionable (Pearce, 2001).

Anti-Sexual Harassment Graffiti reading: No Touchi...

English: Photo taken at Arnold Schwarzenegger's in...

Sexual Harassment at USF

An article written by Susan Ashcom and published online by Professional Car Care suggests that workplace romances are increasingly the basis of sexual harassment lawsuits. The key word in defining sexual harassment is unwelcome advances. Concern about harassment complaints and lawsuits has resulted in some companies adopting a no-fraternization policy. This has resulted in lawsuits challenging the constitutionality of these workplace policies. Employers should consult an attorney before drafting and creating a no-fraternization policy. This policy should be drafted only to prevent dating between subordinates and superiors, not peers and that violation of this rule will be grounds for disciplinary action. An employer should enforce these policies uniformly, and should not use...