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Sexual Harassment Essays (Examples)

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Security Investigations and Consulting
Words: 592 Length: 2 Pages Document Type: Paper #: 11940156
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Sexual Harassment in the Workplace and Ethics Considerations
Investigations of high-ranking members of an organization are uncomfortable and potentially harmful for the reputation of the firm. They can also ruin a high-ranking individual’s career if anything illegal is brought to light. Allegations once made cannot be put back in the box. Thus, it should be with great care and consideration that any investigation into a high-ranking leader in a firm is conducted; information should be verified; evidence should be collected and documented; and facts should be permitted to tell their own story.
Because this case, however, relies upon witness testimony, the facts are not going to be as clear as what one might find in a case of money laundering, where there is a paper trail. This case will rely on eye witness testimony and the testimony of a manager to whom was confided the information of harassment by the…

Nemeth, C. P. (2019). Private Security and the Investigative Process, 4th Edition. Florida: CRC Press.
Sennewald, C. A. (2004). Security Consulting, 3rd Edition. Butterworth-Heinemann.

MeToo in the Workplace
Words: 1985 Length: 7 Pages Document Type: Research Paper Paper #: 45294662
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#MeToo in the Workplace
With the downfall of movie mogul Harvey Weinstein and the fall from grace of several other prominent persons in media and entertainment, business and government— from Charlie Rose to to Matt Lauer to Rep. Patrick Meehan to Les Moonves to Kevin Spacey—a veritable slew of names and stories has appeared, propelling the #MeToo Movement into existence (Glamour). However, some have questioned whether the #MeToo Movement has run into a wall and lost steam just when it looked like it might usher in real change on the heels of so much awareness being raised (Tchen). The question this paper asks is: Has the #MeToo movement changed the way corporations address sexual harassment in the workplace? The answer is that, yes, in some ways it has changed the way corporations address sexual harassment in the workplace—at least in high-profile cases wherein companies want to distance themselves from any…

Works Cited
Elsesser, Kim. “Googlers To Walk Out Over Sexual Harassment: Here Are The Lessons For Google.” Forbes, 2018.
Glamour. “Post-Weinstein, These Are the Powerful Men Facing Sexual Harassment Allegations,” 2018.
Haberman, Clyde. “Roger Ailes, Who Built Fox News Into an Empire, Dies at 77.” New York Times, 2017.
Littleton, Cynthia and Joe Otterson. “Chris Hardwick to Return as ‘Talking Dead’ Host Following Investigation.” Variety, 2018.
O\\\\'Neil, Adrienne, et al. \\\\"The# MeToo movement: an opportunity in public health?.\\\\" The Lancet 391.10140 (2018): 2587-2589.
Ralph, Sarah. \\\\"# MeToo and# TimesUp-what now for employers?.\\\\" Governance Directions 70.3 (2018): 140.
Shultz, Elizabeth. \\\\"The myth of the# MeToo panic.\\\\" Green Left Weekly 1179 (2018): 18.
Tchen, Tina. “#MeToo identified a disease that infects business. We still have a long way to go.” CNN, 2018.

IRAC Stoll v Runyon
Words: 379 Length: 2 Pages Document Type: Case Study Paper #: 90785223
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IRAC: Stoll v. Runyon

Issue 2
Cynthia Stoll was subjected to both quid pro quo sexual harassment and a hostile workplace environment at the Sacramento Post Office. In recognition of the psychological and physical trauma she had experienced, Stoll requested “back pay with interest and front pay until her normal retirement age, as well as the payment of her attorney's fees” (Stoll v. Runyon, p.1241). The Post Office refused to award front pay.
Issue 2
Stoll contended she was eligible for disability benefits due to the fact her psychological disturbances were trigged by her harassment.
Rule 1
The Office of Federal Operations (OFO) and the US Post Office both refused to award front pay, given that Stoll had been so psychologically debilitated by her experience she might not work again and argued that front pay in this instance would be tantamount to compensatory damages which were barred under…


Sexual Harrassment Quid Pro Quo
Words: 381 Length: 1 Pages Document Type: Term Paper Paper #: 6085639
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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…


Preventing sexual harassment in the workplace.

Sexual harassment prevention