Jacksonville Shipyards

rs, a sign such as that posted, expressed a prejudice towards women. As an individual she not only has a legal right to be treated fairly, but the moral right as well. “First, moral rights are tightly correlated with duties” (Velasquez 92). Robinson has the moral right to work in any field she desires, therefore the people whom she works with cannot interfere with her form of work, nor her fulfilling her duties. Secondly, “moral rights provide individuals with autonomy and equality in the free pursuit of their interests” (92). The men she worked with had no right to tell her where she was permitted, nor when to come and go from conversations. Robinson could not be forced to leave an area because men wished to tell sexual jokes or hang sexual calendars if what she was doing was one of her job’s duties. Thirdly, “moral rights provide a basis for justifying one’s actions and for invoking the protection or aid of others” (92). Since Robinson has the moral right to work wherever she desires, her supervisors have the moral responsibility for restraining anyone who tries to prevent her from exercising her rights.

An employee does have a right to not be offended. He or she should be given an equal chance and fair opportunity to complete their work tasks without being offended. Offensive gestures interfere with an individuals ability to work. A “right is an individual’s entitlement to something” (Velasquez 90). Included in this entitlement is the right to act in a certain manner and to have popele act in a certain manner towards them. Dinche she has th emroal right to work as she chooses, her co-workers, supervisors, and managers must leave her interests free to pursue. Her individual pursuits must be protects, By offending a worker, his or her moral rights are deprived.

This is not a personal problem that should be handled among themselves. As an Equal Employment Opportunity company, the company should ensure that guidelines are given and followed to prevent this type of sexual harassment and discrimination. If the company permit’s the posting of these types of pictures then the problem will never be solved. Robinson should not have to argue with her peers because she feels she has been harassed. Instead, the company is expected to maintain an atmosphere comfortable and fair to all of its employees. Companies have a legal obligation to protect their employees from sexual harassment. As a duty of care a company should implement a sexual harassment policy that is taken seriously, acknowledged by all workers, supervisors, and ,managers of the company, and that actions will be carried out if manifested and not tolerated. In JSI’s case they did not communicate the policy effectively to the supervisors of the shipyard (Sexual Harassment 6). In addition they did not follow through on the procedures for reporting violations. Although the violations were reported by Robinson, nothing to lessen the problem was done by the supervisors. They did not take the appropriate action (Sexual Harassment 6). Because Robinson was treated unfairly, by the definition of compensatory justice, she should have been restored for the wrong done to her when she did report the acts of harassment (Velasquez 121). Ho

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