{"id":567,"date":"2019-05-22T21:00:07","date_gmt":"2019-05-22T15:30:07","guid":{"rendered":"https:\/\/www.complianceprime.com\/blog\/?p=567"},"modified":"2019-05-22T21:00:07","modified_gmt":"2019-05-22T15:30:07","slug":"sexual-harassment-at-workplace","status":"publish","type":"post","link":"https:\/\/www.complianceprime.com\/blog\/2019\/05\/22\/sexual-harassment-at-workplace\/","title":{"rendered":"Sexual Harassment at Workplace"},"content":{"rendered":"<p><span style=\"font-weight: 400\">Sexual harassment at workplace is defined as a physical sexual nature which without any reason effects the performance of the employee and create an offensive environment too at the workplace. Sexual harassment can differ from persistent sexual jokes, touching someone by breaking the comfortable zone or posting some sexual content on the bulletin board. Both state and federal law protect the employees from <\/span><a href=\"https:\/\/www.complianceprime.com\/details\/392\/harassment-at-work\"><span style=\"font-weight: 400\">sexual harassment at the workplace<\/span><\/a><span style=\"font-weight: 400\">.<\/span><\/p>\n<p><span style=\"font-weight: 400\">Under <\/span><a href=\"https:\/\/corporate.findlaw.com\/human-resources\/title-vii-and-sexual-harassment-claims.html\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400\">Title VII sexual harassment<\/span><\/a><span style=\"font-weight: 400\"> has been recognized of two types:<\/span><\/p>\n<p>&nbsp;<\/p>\n<h2><span style=\"font-weight: 400\">Quid Pro Quo<\/span><\/h2>\n<p><span style=\"font-weight: 400\">Under this type of harassment, a person-in-charge, demands the subordinates tolerate such sexual harassment by giving them a condition of keeping the job, including all the promotions and raises. Any single instance can relate to quid pro quo.<\/span><\/p>\n<p>&nbsp;<\/p>\n<h2><span style=\"font-weight: 400\">Hostile Work Environment<\/span><\/h2>\n<p><span style=\"font-weight: 400\">Under this type of harassment, a person grounds for any legal action within the conduct of any physical abuse, based on sex, or any serious environment creation at the workplace. Courts can determine the hostile work environment valid due to following reasons:<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400\"><span style=\"font-weight: 400\">Was the conduct verbal, physical or both<\/span><\/li>\n<li style=\"font-weight: 400\"><span style=\"font-weight: 400\">Frequency of the conduct<\/span><\/li>\n<li style=\"font-weight: 400\"><span style=\"font-weight: 400\">Was the harasser was co-worker or supervisor<\/span><\/li>\n<li style=\"font-weight: 400\"><span style=\"font-weight: 400\">Did others join in the harassment<\/span><\/li>\n<\/ul>\n<p>&nbsp;<\/p>\n<h2><span style=\"font-weight: 400\">Employer Liability<\/span><\/h2>\n<p><span style=\"font-weight: 400\">Employers having more than 15 employees are subject to Title VII. For the companies with the number less than 15, state law governs enact such law covering circumstances. If either of the two types of harassment can be proven, liability may depend on as to who committed the harassment superior or the co-worker.<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400\"><span style=\"font-weight: 400\">If the harassment is done by the superior then employer is liable for such kind of harassment and further actions can be taken into consideration and that can result in firing, demotion and many more such activities.<\/span><\/li>\n<li style=\"font-weight: 400\"><span style=\"font-weight: 400\">If the harassment is done by the co-worker then employer is responsible if it was in his knowledge or it should have been in his knowledge, except the employer took some immediate action to correct the harassment.<\/span><\/li>\n<\/ul>\n<p>&nbsp;<\/p>\n<p><span style=\"font-weight: 400\">Strategies To Stop The Harassment<\/span><\/p>\n<p><span style=\"font-weight: 400\">With all the overhead legal standards for sexual harassment, the victim also suffers a lot and tries to end it somehow. There are <\/span><a href=\"https:\/\/www.complianceprime.com\/blog\/2019\/05\/17\/know-your-rights-against-sexual-harassment-at-work\/\"><span style=\"font-weight: 400\">different ways to stop<\/span><\/a><span style=\"font-weight: 400\"> such harassment at workplace. This can include:<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400\"><span style=\"font-weight: 400\">At very first one should try to end the harassment and if that doesn\u2019t work have a look at the employee manual and see what policies have been given by the company to take the complaint to a level.<\/span><\/li>\n<li style=\"font-weight: 400\"><span style=\"font-weight: 400\">One should try to document everything. This will help to strengthen the case.<\/span><\/li>\n<li style=\"font-weight: 400\"><span style=\"font-weight: 400\"> Complain within the company as it should be in the knowledge of the company and one has to follow the guidelines.<\/span><\/li>\n<li style=\"font-weight: 400\"><span style=\"font-weight: 400\">Write down each and every instance of the harassment.<\/span><\/li>\n<li style=\"font-weight: 400\"><span style=\"font-weight: 400\">Date, place and even people involved, every minute details should be added in the writing.<\/span><\/li>\n<li style=\"font-weight: 400\"><span style=\"font-weight: 400\">Before filing any complaint, make sure to keep a copy of the file as the temperament of a file is a very common practice.<\/span><\/li>\n<\/ul>\n<p>&nbsp;<\/p>\n<p><span style=\"font-weight: 400\">If there is no stopping of harassment after trying it on to the personal level, immediately escalate the complaint to a higher level. And if it is again unattended in that case, keep on escalating the complaint to the high chain of command.<\/span><\/p>\n","protected":false},"excerpt":{"rendered":"<p>Sexual harassment at workplace is defined as a physical sexual nature which without any reason effects the performance of the employee and create an offensive environment too at the workplace.&hellip;<\/p>\n","protected":false},"author":4,"featured_media":568,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":"","_links_to":"","_links_to_target":""},"categories":[4],"tags":[51],"class_list":["post-567","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-hr-blog","tag-sexual-harassment-at-work"],"post_mailing_queue_ids":[],"_links":{"self":[{"href":"https:\/\/www.complianceprime.com\/blog\/wp-json\/wp\/v2\/posts\/567","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/www.complianceprime.com\/blog\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/www.complianceprime.com\/blog\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/www.complianceprime.com\/blog\/wp-json\/wp\/v2\/users\/4"}],"replies":[{"embeddable":true,"href":"https:\/\/www.complianceprime.com\/blog\/wp-json\/wp\/v2\/comments?post=567"}],"version-history":[{"count":0,"href":"https:\/\/www.complianceprime.com\/blog\/wp-json\/wp\/v2\/posts\/567\/revisions"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/www.complianceprime.com\/blog\/wp-json\/wp\/v2\/media\/568"}],"wp:attachment":[{"href":"https:\/\/www.complianceprime.com\/blog\/wp-json\/wp\/v2\/media?parent=567"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/www.complianceprime.com\/blog\/wp-json\/wp\/v2\/categories?post=567"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/www.complianceprime.com\/blog\/wp-json\/wp\/v2\/tags?post=567"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}