Sexual Harassment in the Workplace
Sexual Harassment in the Workplace
Sexual Harassment in the Workplace Title VII of the Civil Rights Act of 1964 was the beginnings of protection from sex discrimination which encompasses sexual harassment. In 1972, Congress passed the Equal Employment Opportunity Act which created the Equal Employment Opportunity Commission (EEOC) and gave them the power to enforce Title VII. The EEOC created rules and regulations that defined and prohibited sexual harassment as a form of sexual discrimination in the workplace. With these beginnings both male and females were now covered from sexual harassment in the workplace, however it did not stop it from happening. There were four major cases in the United States that established the ground rules for sexual harassment. In 1976, Williams v. Saxbe was one of the first sexual harassment cases in the United States (Curtis, 2008). This case argued that male supervisors making sexual advances on female employees and asking for sexual favors to receive a promotion or not be fired was unfair to female employees. This type of sexual harassment is known as ‘quid pro quo’ or harassment that demands this for that. For example, demanding a sexual favor in order to receive a promotion. In the 80’s, two cases established rules for hostile work environments due to sexual harassment, Bundy v. Jackson in 1981 and Henson v. City of Dundee in 1982. Both of these cases argued that the conditions of the working environment were hostile due to the inappropriate use of language, denial of job advancement due to not returning sexual favors, and the refusal from management to correct the situation when brought to their attention. Finally, in 1998 the case Oncale v. Sundowner established rules against same sex discrimination in the workplace. Due to these four cases we have set laws in protecting both males and females against sexual harassment in the workplace. The cases reviewed made a huge impact on
Sexual Harassment in the Workplace Title VII of the Civil Rights Act of 1964 was the beginnings of protection from sex discrimination which encompasses sexual harassment. In 1972, Congress passed the Equal Employment Opportunity Act which created the Equal Employment Opportunity Commission (EEOC) and gave them the power to enforce Title VII. The EEOC created rules and regulations that defined and prohibited sexual harassment as a form of sexual discrimination in the workplace. With these beginnings both male and females were now covered from sexual harassment in the workplace, however it did not stop it from happening. There were four major cases in the United States that established the ground rules for sexual harassment. In 1976, Williams v. Saxbe was one of the first sexual harassment cases in the United States (Curtis, 2008). This case argued that male supervisors making sexual advances on female employees and asking for sexual favors to receive a promotion or not be fired was unfair to female employees. This type of sexual harassment is known as ‘quid pro quo’ or harassment that demands this for that. For example, demanding a sexual favor in order to receive a promotion. In the 80’s, two cases established rules for hostile work environments due to sexual harassment, Bundy v. Jackson in 1981 and Henson v. City of Dundee in 1982. Both of these cases argued that the conditions of the working environment were hostile due to the inappropriate use of language, denial of job advancement due to not returning sexual favors, and the refusal from management to correct the situation when brought to their attention. Finally, in 1998 the case Oncale v. Sundowner established rules against same sex discrimination in the workplace. Due to these four cases we have set laws in protecting both males and females against sexual harassment in the workplace. The cases reviewed made a huge impact on
References: Curtis, C. (2008). Sexual Harassment. Encyclopedia of Women and American Politics. Retrieved November 7, 2013, from http://www.fofweb.com/History/MainPrintPage.asp?iPin=EWAP0474&DataType=Women&WinType=Free Wong, V. (2013). Unpaid Intern Is Ruled Not an ‘Employee,’ Not Protected From Sexual Harassment. Businessweek.com. Retrieved on November 7, 2013, from http://www.businessweek.com/articles/2013-10-08/unpaid-intern-not-an-employee-not-protected-from-sexual-harassment