Hrm593 Week 3 Assignment
* Based upon the scenario, does the employee have a legally viable claim for quid pro quo sexual harassment and/or hostile environment sexual harassment? What is the likely outcome? * Analyze the legal factors for the potential claim(s) in the context of the employee pursuing legal action against the employer.
Brittany Murphy, has a legally viable claim for hostile work environment sexual harassment against her co-worker Robert Singer and an equally viable claim for quid pro quo sexual harassment against her supervisor Dwayne Miller.
Robert Singer, made Brittany’s life unbearable at the office by constantly staring at her picture of her in her bathing suit, making inappropriate comments about her chest, taking and altering her bathing suit photo to where she appeared topless, and saving her picture as his screen saver without her permission. She told Robert to stop with the inappropriate comments, told fellow co-workers about the harassment that was taking place, and even went to speak to her supervisor Dwayne about Robert’s inappropriate behavior but nothing seemed to deter him from his harassment. During the conversation that Brittany was having with her supervisor, she was informed by an off-the-collar remark from Dwayne that Robert had harassed a fellow co-worker before and hasn’t seemed to learn his lesson from the previous situation. Her supervisor informed her that he would take care of the matter and speak with Robert. Robert, took down the offensive photos from his screen saver but never stopped the inappropriate comments towards Brittany.
If Brittany were to make an EEOC claim regarding hostile work environment sexual harassment and the EEOC had to investigate the claim she would have proof to support the charge she filed. She would have a timeline of events that occurred, co-workers that could attest to Robert’s inappropriate behavior, if Dwayne properly did his job as a supervisor he should have HR files regarding Robert’s first harassment claim
Brittany Murphy, has a legally viable claim for hostile work environment sexual harassment against her co-worker Robert Singer and an equally viable claim for quid pro quo sexual harassment against her supervisor Dwayne Miller.
Robert Singer, made Brittany’s life unbearable at the office by constantly staring at her picture of her in her bathing suit, making inappropriate comments about her chest, taking and altering her bathing suit photo to where she appeared topless, and saving her picture as his screen saver without her permission. She told Robert to stop with the inappropriate comments, told fellow co-workers about the harassment that was taking place, and even went to speak to her supervisor Dwayne about Robert’s inappropriate behavior but nothing seemed to deter him from his harassment. During the conversation that Brittany was having with her supervisor, she was informed by an off-the-collar remark from Dwayne that Robert had harassed a fellow co-worker before and hasn’t seemed to learn his lesson from the previous situation. Her supervisor informed her that he would take care of the matter and speak with Robert. Robert, took down the offensive photos from his screen saver but never stopped the inappropriate comments towards Brittany.
If Brittany were to make an EEOC claim regarding hostile work environment sexual harassment and the EEOC had to investigate the claim she would have proof to support the charge she filed. She would have a timeline of events that occurred, co-workers that could attest to Robert’s inappropriate behavior, if Dwayne properly did his job as a supervisor he should have HR files regarding Robert’s first harassment claim