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InstituteSexual HarassmentSexual HarassmentUSAWhat Would you Do QuestionsHR ManagementEnglishAnalysisFocus AreaHuman Resources

Responding to sexual harassment at work

Do you think the following scenarios of claims or instances of sexual harassment were handled correctly?

Scenario 1: A distraught employee approaches the employer with a claim that the individual was sexually harassed by a vendor delivering materials. The employer takes immediate action to investigate the claim with its supplier. The company’s goal is to protect the victim.

Scenario 2: A manager observes a peer making sexually suggestive remarks to a subordinate, despite the person’s request that the innuendos stop. As the inappropriate conversation continues, the witness manager does nothing. It would be better to address the other manager in private rather than to make a scene.

Scenario 3: After investigating a claim of sexual harassment, an employer determines that harassment has occurred. However, with recent supply chain problems and staffing issues, management hasn’t had time to formalize its remedial or disciplinary measures in company policy. A quick decision is made to transfer the victim to a different department and job title.

Click below to see answers.

Responding to sexual harassment at work: Answers

Scenario 1: Answer: Yes. Employers should immediately respond to and investigate all claims of sexual harassment.

Scenario 2: Answer: No. Harassing conduct should be stopped immediately. Then, employers should record the date, time, name of the harasser, the harassing conduct, and any possible victims.

Scenario 3: Answer: No. A company should have a policy and procedure for dealing with situations of sexual harassment. Remedial measures should not adversely affect the victim. Do not transfer the victim, unless the person requests a transfer.

sexual-harassment
Sexual Harassment
sexual-harassment
Sexual Harassment
InstituteSexual HarassmentSexual HarassmentUSAWhat Would you Do QuestionsHR ManagementEnglishAnalysisFocus AreaHuman Resources

Responding to sexual harassment at work

InstituteSexual HarassmentSexual HarassmentUSAWhat Would you Do QuestionsHR ManagementEnglishAnalysisFocus AreaHuman Resources

Do you think the following scenarios of claims or instances of sexual harassment were handled correctly?

Scenario 1: A distraught employee approaches the employer with a claim that the individual was sexually harassed by a vendor delivering materials. The employer takes immediate action to investigate the claim with its supplier. The company’s goal is to protect the victim.

Scenario 2: A manager observes a peer making sexually suggestive remarks to a subordinate, despite the person’s request that the innuendos stop. As the inappropriate conversation continues, the witness manager does nothing. It would be better to address the other manager in private rather than to make a scene.

Scenario 3: After investigating a claim of sexual harassment, an employer determines that harassment has occurred. However, with recent supply chain problems and staffing issues, management hasn’t had time to formalize its remedial or disciplinary measures in company policy. A quick decision is made to transfer the victim to a different department and job title.

Click below to see answers.

Responding to sexual harassment at work: Answers

Scenario 1: Answer: Yes. Employers should immediately respond to and investigate all claims of sexual harassment.

Scenario 2: Answer: No. Harassing conduct should be stopped immediately. Then, employers should record the date, time, name of the harasser, the harassing conduct, and any possible victims.

Scenario 3: Answer: No. A company should have a policy and procedure for dealing with situations of sexual harassment. Remedial measures should not adversely affect the victim. Do not transfer the victim, unless the person requests a transfer.

Do you think the following scenarios of claims or instances of sexual harassment were handled correctly?

Scenario 1: A distraught employee approaches the employer with a claim that the individual was sexually harassed by a vendor delivering materials. The employer takes immediate action to investigate the claim with its supplier. The company’s goal is to protect the victim.

Scenario 2: A manager observes a peer making sexually suggestive remarks to a subordinate, despite the person’s request that the innuendos stop. As the inappropriate conversation continues, the witness manager does nothing. It would be better to address the other manager in private rather than to make a scene.

Scenario 3: After investigating a claim of sexual harassment, an employer determines that harassment has occurred. However, with recent supply chain problems and staffing issues, management hasn’t had time to formalize its remedial or disciplinary measures in company policy. A quick decision is made to transfer the victim to a different department and job title.

Click below to see answers.

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