Conflict & Sexual Harassment

In these cases, wo custody can let suit against the caller-up, but there is the difficult question of what constitutes internal torment, and what does not. In a case in Florida, a hear ruled that pornographic posters did contribute to a hostile manoeuver environment. However, in Los Angeles, the American Civil Liberties Union (ACLU) brought a case against the Fire Department, which held that a ban on a captain's meter reading of Playboy violated his First Amendment rights--the ACLU had applauded the case in Florida (Kruger, 1995).

questionable quid pro quo harassment, where a supervisor demands intimate favors in exchange for a job benefit, is clearly sexual harassment and can be identified in an employee handbook as such. Such measures can help protect a company and can help employees understand the policies of the company. However, sexual jokes can be taken one vogue by somewhat women, and some other way by other women, with the result that some women ar offended and consider this harassment, while other women are not offended and would not consider the jokes in the same way (Mooty, 2002).

Although possible civil litigation is a strong creator for companies are concerned about sexual harassment, many induct come to recognize that such behavior hurts the company's overall performance. For example, a survey of companies revealed that harassment costs a typical grown company approximately $6.7 million annually in absenteeism, disorder and productivity

Mooty, K. (2002, July 8). Sexual harassment charges ugly, dearly-won for companies. Arkansas contrast, 19, pp. 23-23.

Teacher's pet. (2003, June 14). Asia Africa Intelligence Wire, n.p.

The human resource department is typically the first recourse of women who feel they have been harassed. While the playing area of sexual harassment is fairly new, there are some standards emerging in the field.

Holland, P. L. (2003, July). Avoiding pitfalls while investigating sex harassment. Business North Carolina, 23, pp. 60-61.

Male dupe cases present additional problems for employers because of the stereotypes of men and women in society. Because of these perceptions, male victims can sometimes have fuss having their complaints taken seriously. Unlike male-female harassment where the female is the victim, female-male harassment often--in more than 50 percent of the cases--falls into the quid pro quo arrangement where the cleaning lady makes it clear that actual sexual favors are the goal in order for the victim to retain a job or receive a promotion. These cases require that companies take all reports of sexual harassment seriously and investigate without prejudice to the gender of the victim (Gross-Schaefer, Florsheim & Pannetier, 2003).

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