1 The Propmore Corporation Case Management This case was developed by Dr. Peter Madsen and Dr. John Flaming. Arthur Andersen & Co. SC thanks the authors for their contributions to the Business Ethics Program. Dr. Madsen is the Executive Director and Senior Lecturer at the Center for Advancement of Applied Ethics‚ Carnegie Mellon University. Dr. Flaming is a Professor of Management at the University of Southern California. Arthur Andersen & Co‚ SC also thanks Mr. Harry Goem‚ Vice President
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could potentially create friction points in the future. I’ll discuss each of these areas briefly. 1. Sexual Harassment - Sexual harassment is a form of gender discrimination. Sexual harassment includes‚ but is not limited to‚ unwanted sexual advances‚ requests for sexual favors‚ and verbal or physical conduct that is sexual nature. The company has a zero-tolerance policy on sexual harassment. 2. Discrimination – This company does not condone discriminating against any person or groups of persons
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said that she looks great with her clothes off. From this point on‚ the treatment gets worse for Josey and the other women that work there. Josey and the other women are subjected to a vast amount of sexual harassment while working at the mining company. All of the ladies deal with the harassment because they know that they need the money that they are receiving to take care of their families. If they say something they do not want to risk loosing their jobs or risk the treatment getting worse.
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women were sensitive every time they complained about situations of sexual harassment. This allowed the men to justify the awful things they did by saying that the women were sensitive and they were just joking around. The EEOC has identified that there are two types of sexual harassment. These are quid pro quo and hostile environment. Quid pro quo is when you either give favors for sexual favors or you withhold privileges for sexual favors. An example of this in the movie is at the union representative
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likely than men to be the victims of sexual harassment and sexual assault. In virtually every country I have visited I heard from female travelers and volunteers who had been subjected to "frequent come-ons‚ unwanted touching‚ or inappropriate comments‚" in the words of one Peace Corps volunteer. Harassment and assault range from verbal harassment‚ to crude propositions‚ to groping (especially by men in buses or trains)‚ to‚ in rare cases‚ rape. Sexual harassment is particularly common in the developing
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In day to day life‚ people judge and make biases with every person they meet. It can be on the way someone walks‚ the way they speak‚ or just how they carry themselves. Anything and everything that is seen is up for grabs. That’s the way people have been for decades. But the most prominent is between genders. For years‚ men have had advantages women were simply denied. In the early 1900’s women were treated incredibly unfairly to today’s standards. For instance‚ they couldn’t vote‚ one of the most
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How Safe is Mumbai for Women? Synopsis Our market research topic is to find out whether Mumbai is actually safe for women. Mumbai was always touted as a safe city for women but with growing cases of eve teasing and groping we can see that it is losing its tag. In recent times we have observed many cases in which assault of a women ‚ molestation or even rape has taken place. Research objective :- To find out how safe is the city of Mumbai for women. We are working for Swabhiman an initiative
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decisions is when they are considered a bona fide occupational qualification (BFOQ). 12. Disparate treatment and adverse impacts are defined in labor laws issued by the National Labor Relations Board. 13. The hostile work environment form of sexual harassment occurs when employment outcomes such as hiring‚ promotion‚ or simply keeping one’s job depend on whether an individual submits to being sexually harassed. 14. Full compliance with federal law is enough to ensure that an organization cannot
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Kelly Thompson Professor Kathleen Davis BA 3102 4 March 2013 Analysis Paper #1- Management Case 2: Short Shorts In Don’s situation‚ he Don is in a difficult position because he is responsible for implementing the policies and procedures made by Fred for his business‚ possibly even if he agrees with them or notregardless of whether or not Don agrees with them. Depending on how badly he needs the job‚ Don has the choice to leave if he doesn’t agree with The Sandtrap’s policies. However‚ for simplicity’s
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On the UNC website‚ Sexual Misconduct Prevention Resources it’s saying that UNC will not tolerate anyone that violates the Title IX of 1972 Education Amendments. Which‚ is protecting people from sex discrimination in educational setting. This source was effective in sending their massage because they were straight forward with it‚ and they gave examples of sexual misconduct and sex discrimination. By giving examples of both unacceptable behaviors‚ they are showing people what exactly these behaviors
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