Introduction
Problem: Organizations have the responsibility to create and establish an environment that is free from any sort of harassment. One of the most common forms of harassment in the workplace is sexual harassment (EEOC, n.d.). Sexual harassment has an immense impact on the productivity and output of the employees in the organization.
Thesis Statement: This research paper is going to look into the types of sexual harassment as defined by the EEOC. It also shows the current status of sexual harassments in the workplaces today.
Background
Over the years, both men and women have experienced some sort of sexual harassment at their workplaces. The individual or group of people committing the sexual harassment can either be a superior, a co-worker, or even a client in that particular organization (McCann, 2013). Unfortunately, many employees do not know even when they are sexually harassed. Here are the types of sexual harassment. According to EEOC (2015), over 12,000 complaints on sexual harassment where filed officially.
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"Types Of Sexual Harassment".
Types of Sexual Harassment
According to the EEOC (n.d.), hostile environment and quid pro quo are the two major types of sexual harassment that you will find in a workplace. The obligation of the employee to the law depends on correctly differentiating between the two types of sexual harassment.
Quid Pro Quo Harassment
This type of harassment occurs when rejection of or submission to such a conduct by a person is used as the basis for decisions on employment affecting the individual. This type of harassment includes the removal or negative impact on particular job benefits such as: salary increases, employment, promotion, work assignments, or shifts.
Hostile Work Environment
This type of sexual creates a hostile, intimidating, and/or offensive workplace environment. If the victim at the workplace tries to resist or stop the sexual harassment, and they are impacted by threats such as denied employment, demotion, employment termination, then that constitutes as a hostile environment sexual harassment.
Conclusion
If an employee feels he or she is being sexually harassed in anyway, then they should first inform their immediate harasser of their feelings (Rogers, Vladeck, & Practising Law Institute, 2016). Secondly, they should head to the superior or HR manager to file complaint. All the employees have rights and it the employers’ duty to ensure that their employees have and are aware of the respective channels that are available to them to file any sort of sexual harassment grievances.
- EEOC. (2015). EEOC Charge Receipts by State and Basis for 2015. Retrieved September 11, 2016, from https://www1.eeoc.gov/eeoc/statistics/enforcement/state_15.cfm
- EEOC. (n.d.). Facts About Sexual Harassment. Retrieved September 11, 2016, from https://www.eeoc.gov/eeoc/publications/fs-sex.cfm
- McCann, D. (2013). Sexual Harassment at work: National and international responses. Conditions of Work and Employment Programme, (2).
- Rogers, T. O., Vladeck, A. C., & Practising Law Institute. (2016). Employment discrimination law & litigation, 2016.
