Same Sex Harassment Litigation

Same Sex Harassment Litigation

Introduction

Why, when people think of sexual harassment, they assume it is always between a male and female? Same sex harassment should not be ignored. Sexual orientation of either party should not be an issue when investigating complaints. A male/female could tell jokes or make remarks to offend someone of the same sex. (Miramontes, 2003)

Most corporations will also be the subject of workplace diversity and compliance training, where new employees will learn what is considered proper behavior. This usually includes the preparation of the sensitivity of correctly dealing with diverse employee groups, and various sexual issues. Even small companies require these types of policies and training, as many kinds of relationships exist in the environment, including the introduction of same sex relationships in the labor force. As a result, today's lawsuit-prone environment, the corporation more afraid than ever of their illegality. Preparation and rules are intended to avoid costly litigation involved in harassment suits, and the necessary tasks to develop a relationship. Companies realize the importance of the termination of such claims and to limit their responsibility in ensuring compliance with these laws. The problem, though, as in any corporate decree is that it is only as strong as the leaders who implement policies.

Explantion The first step for corporations is that policy in writing. If a corporation does not have a written policy on workplace relations, all that remains are the unwritten rules. Unwritten rule is to head to determine what is right, wrong, and to ensure that part of the organization. This leads to chaos, as there is no intermediary management, not for the staff know that they are about to cause organizational friction, and not the overall implementation of the managers. (Miramontes, 2003)

At the other end of the spectrum, some companies have gone as far as Aerotek, a high-tech Temp Agency, with strict no-dating-to-work policies rule.1 Once completed, the next step is to inform policy, not only managers but also employees. There are several ways corporations can notify their employees of any changes in policy. First, managers need to participate in training and orientation classes to learn how to effectively deal with any situation, and receive materials on how to disseminate information to their employees. Managers will have to sit down with their group and set out the issues. There is a danger here that, as a manager communicates with the policy. If the manager does not deal with politics, and employees will notice, the rules would be ineffective in prohibiting the problems. In addition, if employees use the policy that a corporation does not ensure that the manager will not be able to convince his subordinates in the policy value.

Regardless of corporate policy, employees tend to know what their leaders expect them to. Some managers follow the rules word for word, though most of them form the rules of style and taste. The lower level can not recognize the reduction in the risk of certain workers, especially those where staff is in ...