A clear definition of sexual harassment defines the stance of the company, provides feeling and experiences concerning sexual harassment and draws the line on questionable behavior. A policy on harassment also helps the employees decipher their observations on the job. This combined with training would help Elora and Company craft a zero tolerance sexual harassment climate within the organization. The Equal Employment Opportunity Commission, an agency that enforces laws regarding discrimination in employment, defines sexual harassment as: "Unwanted sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature constitutes sexual harassment when.
submission to such conduct is made either explicitly or implicitly a term or condition of an individual's employment or academic advancement or submission to or rejection of such conduct by an individual is used as the basis for.
employment decisions or academic decisions affecting such individual or such conduct has the purpose or effect of unreasonably interfering with an individual's work life or academic performance or creating an intimidating, hostile, or.
offensive environment" (Colatosti and Karg, p. 8).
Actions that should have been taken by Elora and Company include: .
Conduct Thorough Investigations .
It is our responsibility to respond to each complaint promptly and sensitively however it is our duty to be thorough. The organization should conduct the investigation using either human resource personnel training in the field of sexual harassment or under the supervision of such personnel. The second option could be to contract the process out as to provide a neutral source. This would prove good faith to the court if the case is founded and the employee wishes to seek that route. Never promise anything, remember that each case is different and that the facts of the case will determine the outcome.