Final exam Assignment Example | Topics and Well Written Essays - 1250 words

Final exam - Assignment Example1). Some examples of mass Pro Quo inner anguish are asking for sex as a requirement for publicity and an implied statement that someone would be terminated, if the latter do not submit to the supervisors sexual advances. As for Hostile Work Environment type of sexual harassment, it happens when an employee experiences uninvited sexual advances or gender-based behaviors that are adequately severe or persistent enough to hinder the persons work performance, or to form a threatening, impertinent or unpleasant work environment (Department of Justice, 2003, p. 2). Some examples are unwelcome sexual jokes and remarks and making demeaning statements about ones gender. Employers can make use of some(prenominal) legal defenses. General employer defenses to sexual harassment are applicable to both quid pro quo and hostile work environment sexual harassment. They consist of, but are not limited to the following defenses 1) it didnt happen, 2) welcomeness, 3 ) the conduct was not sexual or was not based on sex, 4) the First Amendment and 5) the equal opportunity harasser (Weitzman, 1999, pp. 29-30). ... mployees who feel that they imbibe experienced or witnessed sexual harassment, they must take advantage of be internal policies of their organizations, when present, and if not, report to the proper authorities. These employees must report the incident to their supervisor, manager, or other higher offices (Department of Justice, 2003, p. 3). though not many sexual harassments can have witnesses, testimonies can be attained from people whom the victims have confided to (U.S. Equal Employment Opportunity Commission (EEOC), 1990, p. 7). Witnesses can be those who witnessed the sexual harassment at the workplace, or noticed changes in the victims or charged partys behavior, and their testimonies can be used to charge the person doing the harassment (EEOC, 1990, p. 7). References Department of Justice, State of California. (2003, July 23). Management bulletin Sexual harassment in the workplace. Retrieved from http//oag.ca.gov/sites/all/files/pdfs/eeo/03-07mc.pdf U.S. Equal Employment Opportunity Commission. (1990). Enforcement guidance Policy guidance on up-to-date issues of sexual harassment. Retrieved from http//www.eeoc.gov/eeoc/publications/upload/currentissues.pdf Weitzman, A.H. (1999). Employer defenses to sexual harassment claims. Duke Journal of Gender Law Policy, 6, 27-59. Retrieved from http//scholarship.law.duke.edu/cgi/viewcontent.cgi?article=1026&context=djglp 2. Americans with Disabilities meet (ADA) The Americans with Disabilities Act (ADA) (P.L. 101-336) is the most sweeping civil rights legislation that seeks to ban discrimination against people with disabilities. Public and clannish businesses, state and local government agencies, transportation and utilities, and all firms offering public accommodations and services are needed to follow this