Marwan's Conduct With His Fellow Co-Workers Case Study
Inappropriate Behavior
NAME
Argosy University Online
Faculty
What civil rights laws may prohibit Marwan’s conduct with his fellow co-worker? Do those laws apply to his conduct toward the park guest?
The civil rights laws’ covering this case comes under Title VII of the Civil Rights Act, 1964 (Cooper, 2010). This legislation safeguards the employees against discrimination at workplace on the basis of caste, color, creed, gender, origin (Cooper, 2010). The law applies to all employers whether national, state or local. Any company having fifteen or more employees has to adhere to this law. As per this law, a commission called Equal Employment Opportunities Commission has been set up, to protect people against discrimination …show more content…
If the employer’s behavior results in situation due to which the employee’s job is at risk or creates mental stress which adversely affects the performance at work or develops a non friendly working environment then it leads to sexual harassment. These sufferers can be any person who is affected by such unlawful behavior. The civil right laws safeguard the employees against such intolerable and unethical behavior of employers. Mr. Marwan has indulged in such unethical behavior. The national and state laws forbid any employer to undertake such activity. They also clearly mention that an employer cannot strike back in opposition to any worker who charges him under this law. Mr. Marwan has committed sexual harassment of the female employees in two ways. Firstly he made inappropriate body contact with them by touching her breasts and other body parts and secondly he even threatened them to go on a date else he would get them fired. Both these instances come under the ambit of this law of sexual harassment. The civil rights law forbids the employer to discriminate on the basis of sex. The sexual harassment clause is covered under this sex factor. There are two types of sexual advances. One, when the employer asks the employee to return sexual favors in condition to the employment. These favors could be verbal, …show more content…
This is a very big legal obligation and very important also. If there is any kind of sexual harrasment in the work place than there will be poor employee morale, low productivity and the company will have a bad name.
STRATEGIES FOR PREVENTION:
It’s necessary to take certain steps which are necessary for sexual harassment:
Sexual harassment policy: - a sexual harassment policy should include terms that will not tolerate sexual harassment, state which will discipline or fire any wrong doers, set out a clear procedure for making sexual harassment complaints , state that will in order tell fully detailed reports regarding sexual harassment. Training employees:- its necessary that companies once every year conduct training sessions for the employees which teaches the employees what a wrong deed sexual harassment is , explaining that employees have a right to work place which is free from sexual harassment and other procedures.
Train supervisors and mangers: - conducting training sessions for supervisors and managers that are needed to separate employees .
Keeping an eye on the work
NAME
Argosy University Online
Faculty
What civil rights laws may prohibit Marwan’s conduct with his fellow co-worker? Do those laws apply to his conduct toward the park guest?
The civil rights laws’ covering this case comes under Title VII of the Civil Rights Act, 1964 (Cooper, 2010). This legislation safeguards the employees against discrimination at workplace on the basis of caste, color, creed, gender, origin (Cooper, 2010). The law applies to all employers whether national, state or local. Any company having fifteen or more employees has to adhere to this law. As per this law, a commission called Equal Employment Opportunities Commission has been set up, to protect people against discrimination …show more content…
If the employer’s behavior results in situation due to which the employee’s job is at risk or creates mental stress which adversely affects the performance at work or develops a non friendly working environment then it leads to sexual harassment. These sufferers can be any person who is affected by such unlawful behavior. The civil right laws safeguard the employees against such intolerable and unethical behavior of employers. Mr. Marwan has indulged in such unethical behavior. The national and state laws forbid any employer to undertake such activity. They also clearly mention that an employer cannot strike back in opposition to any worker who charges him under this law. Mr. Marwan has committed sexual harassment of the female employees in two ways. Firstly he made inappropriate body contact with them by touching her breasts and other body parts and secondly he even threatened them to go on a date else he would get them fired. Both these instances come under the ambit of this law of sexual harassment. The civil rights law forbids the employer to discriminate on the basis of sex. The sexual harassment clause is covered under this sex factor. There are two types of sexual advances. One, when the employer asks the employee to return sexual favors in condition to the employment. These favors could be verbal, …show more content…
This is a very big legal obligation and very important also. If there is any kind of sexual harrasment in the work place than there will be poor employee morale, low productivity and the company will have a bad name.
STRATEGIES FOR PREVENTION:
It’s necessary to take certain steps which are necessary for sexual harassment:
Sexual harassment policy: - a sexual harassment policy should include terms that will not tolerate sexual harassment, state which will discipline or fire any wrong doers, set out a clear procedure for making sexual harassment complaints , state that will in order tell fully detailed reports regarding sexual harassment. Training employees:- its necessary that companies once every year conduct training sessions for the employees which teaches the employees what a wrong deed sexual harassment is , explaining that employees have a right to work place which is free from sexual harassment and other procedures.
Train supervisors and mangers: - conducting training sessions for supervisors and managers that are needed to separate employees .
Keeping an eye on the work