February 28, 2012
In what is perceived to still be a male-dominated society, one of the most ambiguous topics to broach is that of reverse sexual harassment. Reverse sexual harassment refers to the sexual harassment of a male by a female. While it is not perceived as the norm, there are several instances of this occurring annually. It is generally supposed the actual number is greatly underreported due to the nature of the offence. Both sexual and reverse sexual harassment are forms of discrimination. These acts of discrimination are against federal and state law. An individual who is the subject of reverse sexual harassment in the workplace can register a complaint with the Equal Employment Opportunity Commission (EEOC). They can file the complaint under the sexual harassment section of the Title VII of the Civil Rights Act of 1964. In 2004, 15% of all sexual harassment charges received by the EEOC were filed by men (Anderson and Trimings 2006:2). The rubric of reverse sexual harassment may be regarded as a facetious incident between a female superior or female co-worker against her male counter-part; however; this is still an act of discrimination which warrants reporting of this incident to management. Before filing a complaint or contacting a lawyer, make sure there is documented evidence compiled on the inappropriate actions of the individual. In the event that the sexual harassment complaint advances to the judicial process, this will support the chances of prevailing in court and with the EEOC.
Employment Law is the legal specialty that regulates the operation of the labor market, in general, and the employment relationship between employers and employees in particular. Examples include the hiring process, suspension from work, maternity rights, layoff, wages and overtime pay, defamation, breach of employment contract, retaliation, freedom of speech in the workplace, military re-hires, unemployment compensation, and discrimination. Employment law is governed by numerous laws, regulations and ordinances at the Federal, State and sometimes, the local ordinance level. In a Nut Shell, there are numerous Federal Laws which are generally tailored to protect societal interests such as the Anti-Discrimination provisions embodied in Title VII. Generally speaking, Title VII protects employees from discrimination based on sex, gender, race, ethnic background, religion and retaliation.
In the realm of Employment Law, sexual discrimination is one of the most prevalent topics in today’s society. There are various types of sexual discrimination. When the lay person is asked which type of sexual discrimination is documented the most in the business world, to coin a phrase from the game show Family Feud “Survey says…”, that discrimination towards women in business is the number one answer. To further divvy down to a specific discrimination, would be that of male-on-female sexual harassment in the workplace. This specific discrimination is one of the most widely known and reported cases in a place of business. Albeit, this type of discrimination continues to be a difficult case to prove within what many would consider still a male-dominated business world. However, this exposition of sex discrimination in the workplace will prove that the most challenging discrimination case to prove is that of woman-on-male sexual harassment.
A qualitative evaluation shall be utilized for this research paper leveraging subjective methods such as actual case studies and various scholarly observations to collect substantive and relevant data. The review consists of actual cases filed with the EEOC involving female-on-male sexual harassment cases and multiple interpretations of male sexual harassment cases from legal professionals, business professionals, and academic scholars. Such a qualitative approach is valuable here due to the uncommonness of this...