Harassment In The Workplace
The History of Harassment in the Workplace:
The Responsibilities of Employers and Employees
According to the US Equal Employment Opportunity Commission, the year 2010 had the highest number of discrimination charges ever. Statistics that were released in early January 2011 from the Equal Opportunity Commission (EEOC) showed that the federal agency filed a record number of discrimination charges on behalf of United States employees. There was an overall increase of 7.1 percent over 2009. The increases were mostly due to a rise in retaliation charges, disability discrimination charges, and racial discrimination charges. Not only were these charges on the rise, but 2010 also seemed to have found courts increasingly willing to allow class …show more content…
The result still place Thomas in a seat on the court, but the hearings brought the issues of workplace sexual harassment to light and many debates were sparked over just what IS sexual harassment and how it should be addressed. * 1991, becoming law was the Civil Rights Act of 1991, which provided for jury trials, and for increased damages in Title VII cases. * 1993, this year marked the first successful sexual harassment lawsuit by a class of 100 women, in which the court held a mining company in Minnesota liable. Jensen vs. Eveleth Taconite Co. This case was made into the well-known movie, “North Country.” * 1994, the Supreme Court holds that provisions of the Civil Rights Act of 1991 (jury trials and damages) do not apply to those cases that arose before the effect of said law. * 1995, the Congressional Accountability Act holds Congress in compliance with the very workplace standards it imposed on other employers and established a compliance office to enforce those …show more content…
Onacle vs. Sundowner Offshore Services. * 2000, a case marked the need to show gender bias, when a US appeals court ruled that a bisexual harasser does not act on the basis of gender, even though the supervisor had solicited sexual relations from both a husband and wife. Holman vs. Indiana.
With the number of sexual harassment cases being reported by the EEOC on the rise, one may wonder just how many of these cases are legitimate claims and how many may be abusing the system, more specifically, the Title VII Act.
The steadily increasing number of sexual harassment cases brings about the topic of employer obligation. Just how much responsibility does an employer have in relation to prohibiting sexual harassment in the workplace? What are employers responsible for, to what degree, and what obligations do employers have to their employees in protecting them against sexual harassment?
Employer Responsibilities to Employers
Re: Discrimination and Sexual
The Responsibilities of Employers and Employees
According to the US Equal Employment Opportunity Commission, the year 2010 had the highest number of discrimination charges ever. Statistics that were released in early January 2011 from the Equal Opportunity Commission (EEOC) showed that the federal agency filed a record number of discrimination charges on behalf of United States employees. There was an overall increase of 7.1 percent over 2009. The increases were mostly due to a rise in retaliation charges, disability discrimination charges, and racial discrimination charges. Not only were these charges on the rise, but 2010 also seemed to have found courts increasingly willing to allow class …show more content…
The result still place Thomas in a seat on the court, but the hearings brought the issues of workplace sexual harassment to light and many debates were sparked over just what IS sexual harassment and how it should be addressed. * 1991, becoming law was the Civil Rights Act of 1991, which provided for jury trials, and for increased damages in Title VII cases. * 1993, this year marked the first successful sexual harassment lawsuit by a class of 100 women, in which the court held a mining company in Minnesota liable. Jensen vs. Eveleth Taconite Co. This case was made into the well-known movie, “North Country.” * 1994, the Supreme Court holds that provisions of the Civil Rights Act of 1991 (jury trials and damages) do not apply to those cases that arose before the effect of said law. * 1995, the Congressional Accountability Act holds Congress in compliance with the very workplace standards it imposed on other employers and established a compliance office to enforce those …show more content…
Onacle vs. Sundowner Offshore Services. * 2000, a case marked the need to show gender bias, when a US appeals court ruled that a bisexual harasser does not act on the basis of gender, even though the supervisor had solicited sexual relations from both a husband and wife. Holman vs. Indiana.
With the number of sexual harassment cases being reported by the EEOC on the rise, one may wonder just how many of these cases are legitimate claims and how many may be abusing the system, more specifically, the Title VII Act.
The steadily increasing number of sexual harassment cases brings about the topic of employer obligation. Just how much responsibility does an employer have in relation to prohibiting sexual harassment in the workplace? What are employers responsible for, to what degree, and what obligations do employers have to their employees in protecting them against sexual harassment?
Employer Responsibilities to Employers
Re: Discrimination and Sexual