As a result, one would anticipate that any efforts to hamper speech discussing the appropriate role of women in society would be seen as hampering religious and/or political speech. However, it also seems to be a basic affront to the notion of equality to suggest that women should have to endure sexually harassing behavior in order to be in the workplace. Speech is, almost without fail, a component of sexual

" (Columbia University, nd) a written decision will be submitted by the Appeal Officer within thirty (30) working days following the receipt of the appeal. Disciplinary actions will be stated within thirty working days following the receipt of the report of the investigator. The organization may, at its discretion conduct an independent review of the alleged sexual harassment. Training Programs for Eliminating Sexual Harassment in the Workplace Carl Rogers identified 'accurate empathy...nearly

Sexual harassment in the workplace is a widespread problem and a serious issue not only because of moral and ethical violations but also because of legal repercussions involved. While the issue is serious and attention is being paid to curtail it, there still remain some ambiguities due to which it is not easy to determine what actually constitutes sexual harassment. For one, we must understand that sexual harassment is not

Sexual Harassment in Hospitals Existence of sexual harassment in the hospital setup in its varied forms has been clearly confirmed by exhaustive studies. It is unfortunate that such insidious practices have invaded the serene hospital environment. Sexual harassment, in whatever form it exists, must be rooted out and this demands immediate attention and positive intervention from the human resource professionals. Sexual harassment has of late become a matter of serious concern for

2010). That said, Perry notes that "we know surprisingly little" about whether the training actually creates "positive change"; and given that lack of specific knowledge, the authors present what they call the "best training practices" that are available for HR departments and managers (187). The "best practices" factors that have proven successful in preparing HR professionals in matters of sexual harassment include: a) "Pre-training factors" (an assessment of who needs

An appropriate school administrator to report the harassment to could "be a teacher, principal, faculty member, administrator, campus security officer, affirmative action officer, staff in the office of student affairs or the school's Title IX coordinator" ("ED/OCR:" Sexual Harassment: It's Not Academic, 2005, U.S. Department of Education). Depending on the nature and the severity of the offense, the school can act against the harassing student after conducting an investigation,