Pros And Cons Of Quid Pro Quo Harassment

Quid pro quo harassment involves a supervisor and an employee. The supervisor makes unwelcome sexual advances or engages in unwelcome sexual conduct. The supervisor also states or implies that the employee must accept this unwelcome behavior to: Keep his or her job. Keep his or her benefits. Avoid being transferred to another job. Avoid being demoted with a decrease in pay. Receive a promotion, raise, vacation time, etc.
Despite widespread publicity about the perils of sexual harassment, surveys demonstrate that many businesses operating in the United States have yet to address the problem. Moreover, recent news reports indicate that sexual harassment has reached the highest levels of management. Although businesses know it exists, they appear
However, federal and state laws may require your business to have and to post policies regarding certain workplace issues such as smoking, drugs, and sexual harassment. In the areas that are regulated by law, you have no choice but to comply by instituting workplace rules.
So, why should you have work rules that aren't required? It's tempting to feel that, if work rules aren't required by law, there's no reason to bother with them. However, while you may save yourself some time initially by not worrying about work rules, chances are that not having them will cause you some problems in the future, particularly if you have at least a handful of employees.
Having formal work rules in your business, even if they're not required, are a good idea because they can help you protect your business from litigation and maintain a high quality of work life for your employees. You need to make sure that your employees understand what is expected of them, not only in the work that they do, but in their behavior and in other areas of your employment relationship. If the rules are carefully selected, clearly related to the business, and fairly enforced, they can help you to better manage your workplace and your