sexual harassment: an employee’s guide module 1 the legal foundation class act training solutions...
TRANSCRIPT
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Sexual Harassment:An Employee’s Guide
Module 1
The Legal Foundation
Class Act Training SolutionsOnline Lesson - Start Here
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Module Objective
Upon completion of this module, learners will be able to– Define key terms related to sexual
harassment– Identify the results of landmark legal decisions
regarding sexual harassment
Learner mastery of the material will be measured by a progress check at the end of the module.
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Part 1: Key Terms
Sexual HarassmentQuid Pro Quo
Hostile Work EnvironmentInjunctive Relief
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Sexual Harassment DefinedUnwelcome sexual advances,
requests for sexual favors and other verbal or physical conduct of a sexual nature when this conduct is:– made either explicitly or
implicitly a term or condition of employment
– used as the basis for employment decisions affecting such individual
– unreasonably interfering with an individual's work performance or creating an intimidating, hostile or offensive working environment
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Examples of Sexual Harassment
• Verbal abuse (propositions, lewd comments, sexual insults)
• Visual abuse (leering or display of pornographic material designed to embarrass or intimidate an employee)
• Physical abuse (touching, pinching, cornering)
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Quid Pro Quo DefinedQuid pro quo sexual harassment
takes place when a supervisor or someone with authority over your job demands sexual favors from you in exchange for his/her assistance in promoting, hiring, or retaining you. The demand for sexual favors can be express, e.g. "If you go to bed with me, I will make sure you keep your job or get a raise", or it can be implied from unwelcomed physical conduct such as touching, grabbing or fondling.
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Hostile Work Environment Defined
Harassment which may constitute a hostile environment is anything that– Creates fear– Intimidates– Ostracizes– Psychologically or
physically threatens– Embarrasses or ridicules– Or in some other way
unreasonably over burdens or precludes an employee from reasonably performing his/her work
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Examples of a Hostile Work Environment
• Display of pornographic pictures or cartoons
• Touching and grabbing
• Sexual remarks or jokes
• The physical interference with movement
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Injunctive Relief Defined
U.S. district courts are empowered to provide injunctive relief in sexual harassment cases.
Injunctive relief is a court-ordered act or prohibition against an act or condition which has been requested. Such an act is the use of judicial (court) authority to handle a problem and is not a judgment for money. Sometimes it is part of a lawsuit for damages.
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Part 2: Landmark Legal DecisionsTitle VII of the Civil Rights Act of 1964
Same-Sex HarassmentHostile Work EnvironmentEmployer Responsibility
Employer Knowledge
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Title VII of the Civil Rights Act of 1964
This act is the basis for all subsequent sexual harassment law. It reads, in part, as follows:
An act to enforce the constitutional right to vote, to confer jurisdiction upon the district courts of the United States to provide injunctive relief against discrimination in public accommodations, to authorize the attorney General to institute suits to protect constitutional rights in public facilities and public education, to extend the Commission on Civil Rights, to prevent discrimination in federally assisted programs, to establish a Commission on Equal Employment Opportunity, and for other purposes.
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Oncale v. Sundowner Offshore Services:Same Sex Harassment
Workplace harassment can violate Title VII's prohibition against discrimination because of sex when the harasser and the harassed employee are of the same sex.
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Burlington Industries v. Ellerth:
Hostile Work Environment
Under Title VII, an employee who refuses the unwelcome and threatening sexual advances of a supervisor, yet suffers no adverse, tangible job consequences, may recover against the employer without showing the employer is negligent or otherwise at fault for the supervisor's actions.
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Faragher v. City of Boca Raton:
Employer Responsibility
An employer is vicariously liable for actionable discrimination caused by a supervisor, but subject to an affirmative defense looking to the reasonableness of the employer's conduct as well as that of the plaintiff victim.
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Williamson v. City of Houston:Employer Knowledge
Williamson related incidents of sexual harassment to her supervisor. The supervisor, however, did nothing. The Court concluded that the City of Houston was deemed to have knowledge of the harassment and to have done nothing to stop it because this supervisor knew of the sexual harassment. The supervisor's knowledge was deemed to be the employer's knowledge and the lack of action of the supervisor was deemed to be the employer's lack of action.
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Progress Check
You will now be given a test consisting of seven true / false questions. To successfully complete this module you must score a minimum accuracy of 85%, six of seven correct.
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Click here to take test
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Additional Resources• Stopping Sexual Harassment-An AFSCM Guide
http://www.afscme.org/wrkplace/sexh_tc.htm
• EEOC Facts About Sexual Harassmenthttp://www.eeoc.gov/facts/fs-sex.html
• Harassment/Hostile Environment Prevention Checklist http://hr.dop.wa.gov/helpacademy/resource/hostlckl.htm
• Equal Employment Opportunity Commissionhttp://www.eeoc.gov/
• FindLaw http://www.findlaw.com/
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