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Civil RIghts Act of 1991

......Human Resource Strategies in cases of sexual harassment

Resolution Of Issue

Best approach to the resolution of such issues is negotiations and careful handling when an employee makes a complaint. Many HR departments are renowned world over for their open door policies and approachability. It seems in this particular case such a scenario never existed in place where genuine concerns of employees are heard. Instead of dealing with the employee in a gentle manner the employers have reacted adversely by demoting Sexson that has strengthened her case against the administrators of the University. Because of adverse action taken by the University, EEOC took up her case and offered opportunity for negotiation, which was the best way out for University HR or administrators. Now litigation can be very harmful for Universitys image and repute given that the University has a Catholic background also. Litigation not only makes headlines but it is also a time consuming and expensive proposition for most organizations particularly in the case being discussed where a University is involved. USX settled a class-action racial discrimination suit in 1992 for $42 million; Texaco settled a sex discrimination suit in 1991 for $17.6 million. The average cost in 1992 of