Sexual Harassment: How I Learned to Drive
"Driving is easy. Just remember. Break pedal. Gas pedal. And go."
Sara turned the key in the ignition and suddenly the car sprung to life. She couldn't believe it. Was she really driving? All of her life, while living in Saudi Arabia, driving meant sitting in the back seat, being taken somewhere by someone else. Learning to drive was a male rite of passage, like growing a beard. But driving in America was taken for granted. Even little old ladies who drove with their knobby knuckles clutching the wheel drove to the store. You could not get anywhere in America without driving. So Sara would have to learn to drive, while she was a student in this new country.
Sara was not her real name. However, because Ben could not pronounce her full Arabic name, he called her Sara. Sara did not object. There were many things she let Ben get away with which she would never let another boy do, had she been living back home. Like asking her why she wore her hair covered. Sara had bowed to American culture by switching to a brightly-colored scarf, which was not permitted in her homeland.
She knew if her many cousins or brother could see her now, they would have pulled her out of the car and dragged her home and thrown a dark abaya over her head. Her older cousin Alia had not been seen by her husband...
Sexual harassment is not something that has a sole effect on the accuser and the victim. This type of behavior has an influence on everything around them. Sexual harassment policies are put in practice to make sure there is a safe environment and lessen employer liability. There are approaches that can be performed in order to display the commitment that is from people in high places. With that said, this
Sexual Harassment Should a person (employer or employees) be held liable for unintentional sexual harassment? If yes, under what circumstances? If no, under what circumstances? Give examples of particular cases that address both circumstances. Sexual harassment is defined as "any verbal or physical behavior with sexual connotations that brings discomfort or degrades the work environment, where the aggressor takes advantage of his or her position or repeated involvement to impose such behavior
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 can be legally defined as "verbal or physical behavior of a sexual nature, aimed at a particular person or group of people, especially in the workplace or in academic or other institutional settings, that is actionable, as in tort or under equal-opportunity statutes" ("sexual harassment," 2012). If a person in authority such as a boss, mentor, or official is found pressurizing a person holding an inferior position with
Sexual Harassment It is important to note that apart from serving as a centre for economic gains, the workplace also serves as a second home as well as a critical social network. Just like any other social network, the workplace also tends to have a distinctive culture which in some cases could be a field of gender-biased traditional beliefs. It is these gender-biased traditional beliefs that at times expose individuals (typically
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
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