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What civil rights laws may prohibit Marwan’s conduct with his fellow co-worker? Do those laws apply to his conduct toward the park guest? The civil rights laws’ covering this case comes under Title VII of the Civil Rights Act, 1964 (Cooper, 2010). This legislation safeguards the employees against discrimination at workplace on the basis of caste, color, creed, gender, origin (Cooper, 2010). The law applies to all employers whether national, state or local. Any company having fifteen or more employees has to adhere to this law. As per this law, a commission called Equal Employment Opportunities Commission has been set up, to protect people against discrimination and impose this as well as other applicable laws. Discrimination at place of work has always been in existence since long before any rules were applied. The U.S. Authorities initiated this law after hearing several cases of harassment. The law safeguards both the employees as well as the applicants applying for the job. The law states that no employer can take recruitment decision solely on the basis of the caste, color, creed, gender, or origin of the applicant. The company or employer cannot favor anyone on the basis of these factors while selecting or promoting. Also the employer cannot assign any task to the employee on the basis of these factors. The employer has no right to determine the remuneration of an employee on the basis of these factors. He cannot terminate the services of any worker on the basis of these factors. Also the employer is not supposed to show favoritism for paying perquisites, plan of sequestration, and leave on account of disability. The most important consideration in this law is that employer cannot harass the employee on the basis of any of these factors i.e. caste, color, creed, gender and origin. It is unlawful to frontier, isolate or categorize employees or the prospective candidates in any manner that can hamper their employment opportunities. The civil right laws are applicable to the park guests. Employers, as well as some employees have said either said or preformed sexual remarks and gestures at some employees, especially the females that it would be right to consider this behavior against the civil rights law- Title VII of the Civil Rights Act, 1964. He has been described by the colleagues as a discriminator towards the opposite sex. He has misconduct his actions and behavior and has also harassed them to stop working. Mr. Marwan has committed sexual harassment of the female employees in two ways. First he made inappropriate body contact with them and second he even threatened them to go on a date else he would get them fired. So both these encounters are of the harassment under sexual nature and are governed by the Title VII of the Civil Rights Act, 1964. The unjust treatment given to female employees is punishable under the Act. The conduct is not only dishonorable but also immoral (Clark, 1991).
Did Marwan commit sexual harassment? If so, what type? Explain your answers and the terms you use. Sexual harassment occurs in the place of work when the employer passes remarks verbally or non-verbally or makes a physical advance that is intolerable to the employee. If the employer’s behavior results in situation due to which the employee’s job is at risk or creates mental stress which adversely affects the performance at work or develops a non friendly working environment then it leads to sexual harassment. These sufferers can be any person who is affected by such unlawful behavior. The civil right laws safeguard the employees against such intolerable and unethical behavior of employers. Mr. Marwan has indulged in such unethical behavior. The national and state laws forbid any employer to undertake such activity. They also clearly mention that an employer cannot strike back in opposition to any worker who charges him...
References: Cooper, S. (2010, October 27).Title vii, civil rights act of 1964. Retrieved from http://www.princeton.edu/
Clark, Charles. "Sexual Harassment: Men and Women in Workplace Power Struggles." Washington, DC: Congressional Quarterly, Inc., 1991.
Silva , S. (1996).Collective bargaining negotiations. Retrieved from http://www.ilo.org/
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