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Sexual Harrassment
Quid pro quo harassment occurs when a coworker or supervisor pressures another employee into an unwelcome sexual activity by either promising a positive award such as a promotion, or threatening negative consequences such as dismissal. Frequency and severity are related to quid pro quo. For example, a manager who continues to asks a subordinate for date despite prior rejections, may be judged to be implicitly seeking sexual favors, and to be implicitly engaging in quid pro quo behavior. Further, a sexually hostile environment is one that creates an intimidating, hostile or offensive working environment. Often, this is subjective. However, quid pro quo harassment is a form of severe coercion that leaves no room for doubt if it can be proven.
There are a number of steps a company can take to prevent sexual harassment (Preventing sexual harassment in the workplace and Sexual harassment prevention).
Send a top-down message to employees and union members that sexual harassment will not be tolerated.
2) Create a strong written policy prohibiting illegal discrimination against any employee that specifically addresses sexual harassment as prohibited conduct and describes steps to be taken if harassment occurs.
3) Implement formal and informal problem solving mechanisms, grievance procedures, investigative measures, and disciplinary procedures to resolve sexual harassment complaints.
4) at least once a year, conduct training sessions for employees. These sessions should teach employees what sexual harassment is, explain that employees have a right to a workplace free of sexual harassment and review your complaint procedure and encourage employees to use it.
5) at least once a year, conduct training sessions for supervisors and managers that are separate from the employee sessions. The sessions should educate the managers and supervisors about sexual harassment and explain how to deal with complaints.
6) Monitor your work environment by talking to employees and inspecting the workplace for offensive material
7) Take all complains seriously. Immediately investigate complains and respond to all valid threats.
8) Assess the work environment for sexual harassment awareness by surveying employees and union members.
9) Hire human resources staff that are trained in dealing with sexual harassment.
Bibliography
Preventing sexual harassment in the workplace. http://cobrands.business.findlaw.com/employment_employer/nolo/ency/7440C7F8-0B89-46E4-A1DE73FE99AA61E0.html
Sexual harassment prevention http://www.workplacesolutions.org/questions/harassment.cfm
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