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Human Resources, the Law, and Job Analysis. Sexual harassment is a form of sex
discrimination that violates Title VII of the Civil Rights Act of 1964. ...
... Human Resources, the Law, and Job Analysis 3 Policies and Procedures A. Obligation
to Report In order to take appropriate corrective action, the University ...
... way for companies to hire resources without incurring ... of this important part of human
resource management ... This law prohibits discrimination based on race, color ...
... need to be experts industrial and employment law. Employment conditions analysis
Human resources examine or make regular ... the going rate for the job and how ...
... Chapter 8 Questions: Human Resources 1. Diagram the sequence of a ... and pharmaceuticals
are exempt from the law. ... questions are based on job analysis and checked ...
Submitted by gator15 on April 6, 2006
Category: Business
Words: 1258 | Pages: 6
Views: 294
Popularity Rank: 32,747
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Sexual harassment is a form of sex discrimination that violates Title VII of the Civil Rights Act of 1964. This applies to employers with 15 or more employees, state and local governments, employment agencies, labor organizations, and to the federal government as well. (Sexual Harassment, 2005)
Unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature constitute sexual harassment 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. (Sexual Harassment, 2005)
Sexual harassment can occur in a variety of circumstances, including but not limited to the following:
The victim as well as the harasser may be male or female and does not have to be a member of the opposite sex. (Sexual Harassment, 2005)
The harasser can be the victim's supervisor, an agent of the employer, a supervisor in another area, a co-worker, or a non-employee. (Sexual Harassment, 2005)
The victim does not only have to be the person who is harassed, but can also be anyone affected by the offensive conduct. (Sexual Harassment, 2005)
Unlawful sexual harassment may occur without economic injury to or discharge of the victim. (Sexual Harassment, 2005)
The conduct of the harasser must be unwelcome. (Sexual Harassment, 2005)
Prevention is the best tool to eliminate sexual harassment in the workplace. Employers are encouraged to take steps necessary to prevent sexual harassment from occurring. They should clearly communicate to employees that sexual harassment will not be tolerated. They can do so by providing sexual harassment training to their employees and by establishing an effective complaint or grievance process and taking immediate and appropriate action when an employee complains. (Sexual Harassment, 2005)
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