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Special Report on

Sexual Harassment Prevention Policy

sexual harassment prevention policy special research report Photo by www.hrlearningcenter.com
It is the policy of Southern Connecticut State University to prohibit discrimination based on all protected classes including but not limited to race, color, religious creed, age, sex, marital status, national origin, ancestry, physical or mental disability, and sexual orientation. Discrimination includes harassment on any basis mentioned above, and sexual harassment as defined in the Connecticut General Statutes, U. S. EEOC Guidelines of Sexual Harassment, and in Title IX of the Higher Education Amendments of 1972. Discrimination or harassment will not be tolerated at Southern Connecticut State University, whether by faculty, ...
of a sexual nature, or the unwelcome or inappropriate promise of rewards in exchange for sexual favors. In some contexts or circumstances, sexual harassment may be illegal. It includes a range of behavior from seemingly mild transgressions and annoyances to actual sexual abuse or sexual assault . Sexual harassment is a form of illegal employment discrimination in many countries, and is a form of abuse ( sexual and psychological ) and bullying . For many businesses, preventing sexual harassment, and defending employees from sexual harassment charges, have become key goals of legal decision-making. In contrast, many scholars ...
REVIEWS AND OPINIONS
Employer's Affirmative Defense in Sexual Harassment Cases Gets a ...
This defense can be used by employers in hostile work environment cases. In order to win, an employer must show two elements: " that (1) 'the employer exercised reasonable care to prevent a nd correct promptly any [discriminatory] harassing behavior,' and (2) 'the plaintiff employee unreasonably failed to take advantage of any preventive or corrective opportunities provided by the employer or to avoid harm otherwise.'” But what happens when the victim of alleged harassment just reports it to her supervisor -- who happens to be the alleged harasser? Can the employer claim that the employee ... market research, surveys and trends
Understanding the Importance of Supervisory Sexual Harassment ...
M.A., SPHR and Author, was sent to me for my blog. And with the influx of Gen Y in the workplace, who are new to professional work environments, I thought it was important for HR execs to take a look at their current policies on this topic and consider some up-dated training now that so many new, young adults, are at work. Here’s what Mary shared about this important issue: Sexual harassment in the workplace is a serious problem that affects many employees and organizations. Research indicates that 90 percent of the Fortune 500 companies have at one time or the other dealt with a complaint of sexual harassment and that ... market research, surveys and trends

SURVEY RESULTS FOR
SEXUAL HARASSMENT PREVENTION POLICY

Innovative steps to take in sexual harassment prevention ...
For organizations concerned with preventing sexual harassment in the workplace, the time to investigate prevention policies is now. Passage of the 1991 Civil Rights Act allows for punitive damages to be paid to victims of sexual harassment, an option that was not previously available. Recent information from the Equal Employment Opportunity Commission should prove alarming for organizations hoping to minimize their liability for sexual harassment claims. The EEOC reports a 50 percent increase in the number of sexual harassment complaints filed in the first three quarters of 1992. Apparently, complainants are asking the courts to ... industry trends, business articles and survey research
Implementing business ethics: Sexual harassment
Nov 10, 1980 ... tunity Commission (EEOC) [rose] 150 percent, and actual charges filed rose 23 percent (San&off, ..... $1 billion over the next five years, prompt firing ... sexual harassment prevention policy be if a ... industry trends, business articles and survey research
RELATED NEWS
DJs case points to company culture
WHEN Kristy Fraser-Kirk brought a sexual harassment claim against retailer David Jones this week, much of the focus was on the figure. After all, a $37 million claim for punitive damages sounds straight out of a courtroom in the US -- a country where anyone can sue for almost anything -- and far removed from the local reality where the record award for a sexual harassment case currently stands around $500,000. Yet, ironically, had the 27-year-old publicist been employed at one of the larger US-based retailers instead, there is a good chance her complaint might not have seen the light of day thanks to a corporate culture more ... market trends, news research and surveys resources
Employers become proactive to stop violence at work
A former employee at a Baltimore County automotive repair shop lurked nearby in the days after his firing last year, watching the comings and goings from across the street. Employees feared that he was plotting revenge. What the ex-employee didn't know was that he, too, was being watched. Philip Deming, a consultant in workplace violence prevention, had set up a "counter surveillance" operation. Deming had been called by the small company's president to intervene after spotting the man outside and being told by employees that he had been out there for days. The disgruntled employee apparently made threats ... market trends, news research and surveys resources

INFORMATION RESOURCES

Sexual Harassment Prevention Policy
SEXUAL HARASSMENT PREVENTION POLICY. It is the policy of the California .... An employee who violates the CDPH Sexual Harassment Prevention Policy ... technology research, surveys study and trend statistics
Policy on Sexual Harassment and Additional Guidance: Sexual ...
It is the policy of Northwestern University that no member of the Northwestern community - students, faculty, administrators, or staff - may sexually harass any other member of the community. Sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature constitute harassment when any of the following occurs: Submission to such conduct is made or threatened to be made, either explicitly or implicitly, a term or condition of an individual's employment or education; or Submission to or rejection of such conduct by an individual is used or threatened to be used as the basis for academic or ... technology research, surveys study and trend statistics
REAL TIME
SEXUAL HARASSMENT PREVENTION POLICY
QUESTIONS AND ANSWERS
Sexual Harassment: Wrongful Termination/Sexual Harassment, sexual ...
To set the stage, I was one of seven men working with 71 women. Most of the women frequently wore low cut blouses showing plenty of cleavage. Often when I would have to talk with one of these women, I would kneel down at their desk, so I would not be in a position to look down at their bare breasts. In a recent meeting, I was sitting next to a woman executive, S.S., who was wearing a very low cut blouse. Afterward, my boss, another woman who frequently wore low cut blouses, called me into her office. She was visibly upset about something that happened in the meeting. She thought I kept looking at S.S. and inferred I was looking ...
How many of your employers take affirmative steps to prevent ...
As an employment attorney on both sides of the issue, I see a lot of employers who do not have sexual harassment policies, don't distribute them, or don't follow them. Much of the time, the employer's action is taken on the back end--after the harassment has occurred. Since I only see the results after a lawsuit has started, I'm curious about the overall attitude in the workplace. In California, employers must regularly provide sexual harassment training to employees and managers, but what about the rest of the country? Does your employer have an anti-harassment policy? If so, do they believe in it, or ...