Bsbwor501 Unit 2

Runninghead: UNIT 2 – DISCRIMINATION: PART 1

Discrimination: Part 1
Sexual Harassment Policies
Employment and Labor Law
Victor McLaurin

Abstract
Sexual harassment still exists within our workforce today. A quid pro quo occurrence is less likely to happen because of Title VII bring them from behind closed door; however working in a hostile work environment still reigns ramped. Though both sexes are subjected to this treatment, the fairer sex is usually the victim. In this individual project a supervisor on a work visa has been repeatedly sexually harassing 2 female employees. Even though the supervisor’s superior has been alerted of his behavior, it continues for 3 months. Whether the supervisor on work visa is unfamiliar with
It is possible that 1995 Automobile Corporation could get sued by the 2 female employees if it is proven that they were aware of the harassment occurrence. 1995 Auto Corporation is also liable for hiring the harassing individual on grounds of being unfit for the job at hand (due to the existing circumstances), yet still kept in the supervisory position. At this time, the EEOC will notify 1995 Auto Corporation with the name & contact info of the investigator assigned to your case. If there is a possibility that the case be resolved through mediation and settlement, this would be advantageous for the company. Litigation is defined as legal proceeding brought to a court room (EEOC, 2003). With this being said, it is obvious that this can be time and money consuming; deposition, subpoenas, preparing exhibits, interviewing witnesses must be done before just to prepare (also, if any pretrial motions arise, the case could go on indefinitely). On the other hand, mediation (if the victims agree to participate) can be reached outside of a courtroom (which is a plus for keeping the brand name of 1995 Auto Corporation in tact) in a private, relaxed setting. Here, the process may take some time and energy, but the results are gratifying
When preparing a response to the EEOC for charges, it is important to share details about your business (remember, the agency does not know you from Adam) that would not readily apparent to outsiders. If the charging party is still employed, confidentiality is crucial (keep information on a need-to-know basis). A good rule of thumb is to deliver a comprehensive response (tell the whole story) with as much detail of state of affairs surrounding the employment association and the reason for this unpleasant employment action (EEOC, 2003). With that being said, make sure your response is accurate; being caught in a lie is an attorneys dream. Also to protect the interest of the 1995 Auto Corporation, work as close to your legal counsel as possible before submitting a draft to the