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TheEqualEmployment Opportunity Commission, better known as  EEOC, their website

cfmindicates that Title VII, Civil Rights Act of 1964 prohibits sexual harassmentin the workplace, and sexual harassment is a form of sex discrimination thatviolates Title VII. “Title VII applies to employers with 15 or more employees,including state and local governments. It also applies to employment agenciesand to labor organizations, as well as to the federal government.” According topage 354 of the textbook, sexual harassment involves unwelcome sexual advances,request of sexual favors, and other verbal or physical conduct of a sexualnature when this conduct explicitly or implicitly affects an individual’semployment, unreasonably interferes with an individual’s work performance, orcreates an intimidating, hostile, or offensive work environment. This law also prohibitsone thing in return for another of the text, in other words quid pro quo, (page354 of textbook). An example of sexual harassment would be offering sexualadvances for a promotion within a company. Accordingto page 6-7 of the Employee handbook for my employer, the process for reportingsexual harassment are:Any individual who feelssubjected to harassment should take any of the following steps: •                       If comfortable doing so, the individualshould speak to the person(s) whose behavior is bothering him/her and ask themto stop.

  •                       If the individual is uncomfortable withspeaking to that person(s) or doing so does not stop the perceived harassment,the individual should contact any of the following people:  •                       Human Capital Business Partner, SeniorHuman Capital Manager, Office Manager, Office Managing Director, ManagingDirector, General Counsel or any of the reporting channels listed below.In addition, theindividual can use any of the following reporting channels: •                       Immediate supervisor or Practice groupleader •                       Any member of the Executive Committee •                       24-hour telephone hotline 888-470-4015 orInternet reporting system Passcode: NAVI •                       Presiding Director of Board of Directors Complaints andinvestigations will be kept confidential to the extent possible.

Individualsshould be aware that in order for Navigant Cymetrix to meet its obligations,the Company will fully investigate the complaint, which may not allow forcomplete confidentiality. (Navigant Employee Handbook)Strengthsof the sexual harassment policy are: Employers should clearly communicate toemployees that sexual harassment will not be tolerated. Provide sexualharassment training to their employees and by establish an effective complaintor grievance process and taking immediate and appropriate action when anemployee complains.

It is also unlawful to retaliate against an individual foropposing employment practices that discriminate based on sex or for filing adiscrimination charge, testifying, or participating in any way in aninvestigation, proceeding, or litigation under Title VII (Facts about SexualHarassment). Lastly, most complaints can be solved at the company level, beforethe issue goes to court.Some of the weaknesses ofthe policies are: retaliation, though it’s written within the law, retaliationstill happens. Legal fees for defense in a sexual harassment suit, regardlessof the verdict, are upwards of $75,000. Improper training/knowledge of the lawcould lead to miseducation of what is sexual harassment, who and how it affectsemployees. Lastly, sexual harassment can often be looked upon as “he said she said”and prevents the events from being reported at all.

Some changes that I wouldmake to the sexual harassment policy are more training on sexual harassmentthat training would consist of explaining the emotional effects of beingharassed, make it a little more personal so that employees can understand theseverity of the policy and consequences. Get out among your employeesperiodically. Talk to them about the work environment. Ask for input.

Lookaround the workplace itself. Talk to supervisors and managers about what isgoing on. Keep the lines of communication open. I generally think that thesexual harassment policy is effective, with proper training employers andemployees can prevent sexual harassment in the workplace. The handbook for myemployer is pretty clear on the policies, prevention and consequences if thepolicy is broken. Also, everyone within the company from the CEO to the lowerlevel employees have to complete training, pass the harassment assessment, andsign documents acknowledging the sexual harassment policy every year.


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