The speaking to that person(s) or doing so does

The
Equal
Employment Opportunity Commission, better known as  EEOC, their website https://www.eeoc.gov/eeoc/publications/fs-sex.cfm
indicates that Title VII, Civil Rights Act of 1964 prohibits sexual harassment
in the workplace, and sexual harassment is a form of sex discrimination that
violates Title VII. “Title VII applies to employers with 15 or more employees,
including state and local governments. It also applies to employment agencies
and to labor organizations, as well as to the federal government.” According to
page 354 of the textbook, sexual harassment involves unwelcome sexual advances,
request of sexual favors, and other verbal or physical conduct of a sexual
nature 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. This law also prohibits
one thing in return for another of the text, in other words quid pro quo, (page
354 of textbook). An example of sexual harassment would be offering sexual
advances for a promotion within a company.

According
to page 6-7 of the Employee handbook for my employer, the process for reporting
sexual harassment are:

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Any individual who feels
subjected to harassment should take any of the following steps:

•                       
If comfortable doing so, the individual
should speak to the person(s) whose behavior is bothering him/her and ask them
to stop. 

•                       
If the individual is uncomfortable with
speaking to that person(s) or doing so does not stop the perceived harassment,
the individual should contact any of the following people: 

•                       
Human Capital Business Partner, Senior
Human Capital Manager, Office Manager, Office Managing Director, Managing
Director, General Counsel or any of the reporting channels listed below.

In addition, the
individual can use any of the following reporting channels:

•                       
Immediate supervisor or Practice group
leader

•                       
Any member of the Executive Committee

•                       
24-hour telephone hotline 888-470-4015 or
Internet reporting system www.MyComplianceReport.com Passcode: NAVI

•                       
Presiding Director of Board of Directors

Complaints and
investigations will be kept confidential to the extent possible. Individuals
should be aware that in order for Navigant Cymetrix to meet its obligations,
the Company will fully investigate the complaint, which may not allow for
complete confidentiality. (Navigant Employee Handbook)

Strengths
of the sexual harassment policy are: Employers should clearly communicate to
employees that sexual harassment will not be tolerated. Provide sexual
harassment training to their employees and by establish an effective complaint
or grievance process and taking immediate and appropriate action when an
employee complains. It is also unlawful to retaliate against an individual for
opposing employment practices that discriminate based on sex or for filing a
discrimination charge, testifying, or participating in any way in an
investigation, proceeding, or litigation under Title VII (Facts about Sexual
Harassment). Lastly, most complaints can be solved at the company level, before
the issue goes to court.

Some of the weaknesses of
the policies are: retaliation, though it’s written within the law, retaliation
still happens. Legal fees for defense in a sexual harassment suit, regardless
of the verdict, are upwards of $75,000. Improper training/knowledge of the law
could lead to miseducation of what is sexual harassment, who and how it affects
employees. Lastly, sexual harassment can often be looked upon as “he said she said
“and prevents the events from being reported at all. Some changes that I would
make to the sexual harassment policy are more training on sexual harassment
that training would consist of explaining the emotional effects of being
harassed, make it a little more personal so that employees can understand the
severity of the policy and consequences. Get out among your employees
periodically. Talk to them about the work environment. Ask for input. Look
around the workplace itself. Talk to supervisors and managers about what is
going on. Keep the lines of communication open. I generally think that the
sexual harassment policy is effective, with proper training employers and
employees can prevent sexual harassment in the workplace. The handbook for my
employer is pretty clear on the policies, prevention and consequences if the
policy is broken. Also, everyone within the company from the CEO to the lower
level employees have to complete training, pass the harassment assessment, and
sign documents acknowledging the sexual harassment policy every year.  

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