Sexual Harassment tutorial, which is found BELOW. After viewing the Sexual Harassment tutorial, completing the reading, and reviewing the lecture notes in conjunction with the CO, answer the following questions about the tutorial scenario and facts. Based upon the scenario, You will prepare a 6 slide PowerPoint presentation with SPEAKER NOTES. Include the following in your presentation.
• Does the employee have a legally viable claim for quid pro quo sexual harassment and/or hostile environment sexual harassment? What is the likely outcome?
• Analyze the legal factors for the potential claim(s) in the context of the employee pursuing legal action against the employer.
• Let's shift gears. Using the same scenario, assume that you are in the HR Department of your organization, and that you were just presented with the scenario as an example used to explore policies and procedures that will avoid sexual harassment liability. Your boss has asked you to make preliminary suggestions (which will be presented to the legal counsel) regarding sexual harassment protocol that will avoid potential liability. What would your top five suggestions be and why?
• Sexual harassment is one of the most difficult items to address in the workplace. Individuals who are being harassed are reluctant to come forward due to fear of retaliation or that others in the workplace may look negatively upon them. This type of retaliation is illegal. However, since the individual is under so much stress from the harassment, even guaranteed protection from retaliation offers little comfort.
• Sexual harassment comes in two forms: quid pro quo and a hostile work environment. Quid pro quo translates to this for that and generally means that the harasser in these situations is promising a benefit or threatening someone's position if he or she does not perform certain sexual functions. The harasser may threaten an individual's job unless the person agrees to date him or her outside of work hours. On the other hand, the harasser could promise the person that he or she will be promoted if sexual favors are performed. This is illegal, but it is also a very difficult situation to investigate.
• It is often the human resources professional's job to investigate a sexual harassment complaint. When looking into this type of situation, the HR professional should be objective and non-accusatory. The HR professional should explain the requirement to report complaints, based on the company's sexual harassment policy and legal regulations. HR should follow the appropriate policies, which could include investigating the complaint by speaking with the accused and any witnesses to identify the next steps in the process.
Sample Solution