Recognizing and Minimizing Tort and Regulatory Risk
Men and women have lost their creditability or their job due to a sexual harassment involvement. Sexual harassment is one of the most discussed topics in organizations because it has created issues for organization and for the employees as well. Organizations have spent thousands of dollars to train employees on sexual harassment and how to avoid it. A simulation of a sexual harassment case will be discussed later and it will also explain how it can help an organization avoid it.
The Center is an organization that was opened in 1974 and provides 24 hour residential services and health care services as well. On May 2007, an employee whose name could not be released for privacy purposes filed a sexual harassment law suit against her employer, she was sexually harassed by another employee that touched her breast inappropriately and felt that her rights had been violated. The plaintiff talked to the Director of Human Rights from the Center and the Equal Employment Opportunity (EEO) for advice. After talking to the Director and the EEO, she found that the defendant was only given a verbal warning for what he had done to her, but was told to avoid her as much as possible. The plaintiff felt her case was not being heard and felt that she had to get legal advice.
However, the defendant felt that he had not done anything wrong and began getting statements from other employees to prove his innocence. The defendant felt that the plaintiff had a history of flirting with other employees around the State Center.
After the team members evaluated the case, most of the members had different opinions regarding the case and of how it was being handled by her employer and the by the EEO. The writer believes that the should have taken another approach. However, preventive, detective, and corrective measures are some examples that could have been used in this case.