Wednesday, January 11, 2012
The Basics of Sexual Harassment
A sexual harassment conduct can create a hostile work environment. In spite of the implementation of the Title VII of the Civil Rights Act of 1964, this issue still occurs. Title VII aims to ban such type of harassment in the workplace setting. It is then part of the duty of the employees to know what comprises sexual harassment so that they will not misinterpret normal demeanors to faulty ones.
As defined, sexual harassment is an offensive sexual language, unwelcomed sexual approaches, and physical and verbal actions that are sexually-driven. Furthermore, it might include physical touches to a particular body part of the person directly harassed, or even to his or her clothes.
On the other hand, it is never simple to identify and prove sexual harassment. It is because the petitioner might have only overreacted, or the defendant may deny such wrongful act even though it is factual. This is where a lawyer’s legal know-how is necessary.
Points to Consider Sexual Harassment
· Anyone can be the harasser (boss, manager, supervisor, employee, non-employee)
· Gender is not much of an issue since both sexes can be the victim or harasser.
· The conduct of sexual harassment is not always lucid. Thus, the victim must be careful enough in claiming that he or she has received such act.
· Keep in mind that not all rude, offensive, or repulsive behavior in the workplace is a form of unlawful harassment. It has to have appropriate basis and concrete evidence in order to consider the compliant as valid, at all times.
· The derogatory conduct should have happened repeatedly.
If you feel you are sexually harassed, then might as well consult an employment attorney right away. Although you are not sure if sexual harassment is committed, it is still better to obtain an attorney’s legal views.