December 3, 2012
Legal, Safety, and Regulatory Requirements Paper
With respects to prevention it is imperative to the legal materials than it is to looking at solving complications after the fact for one’s that are existing. Preventive measures (PM) are a better alternative than trying to fix complications. When establishments do not take the Equal Employment Opportunity (EEO) laws seriously, and they do not have any preventive measures to stop things that can lead to legal actions they will always have a problematic and a less than efficient establishment. The EEO Commission services have wilted away for six years because companies are putting more energy in solving problems before they become lawsuits. However, it is stressed that sexual harassment is not a thing of the past and that it is an employer’s obligation and legal responsibility to uphold a workplace free of such harms. With the falling trend of the EEO, and the records of complaints that are reported in the years; businesses should not ignore the issue of sexual harassment in the workplace. In addition, putting proper guidelines and, measures in place does help. Orientation and incessant sporadic training are the best ways to avert litigation problems from happening.
The article that Sarah read also points out that embracing a sexual harassment policy and monitoring the workplace may not be the only feasible answers when it comes to sexual harassment. Training supervisors and managers as well as employees, is the major step in preventing sexual harassment, which is the law in some states and is required besides the original orientation. The article was well thought out and written in terms of defining sexual harassment, explaining the legal issues involved, and describing what needs to be done to prevent it from happening in a workplace. The fact that it did not give a clear-cut instance of carnal...