- June 18, 2020
Equal Opportunities in Employment
EQUAL OPPORTUNITIES IN EMPLOYMENT 4
EqualOpportunities in Employment
EqualOpportunities in Employment
Itis important for every workplace to set standards of behavior andmake it mandatory for every employee to follow the set standard aslong as they are within the working environment. For the company toconsider any employee, they must declare not to be romanticallyinvolved while in the office. Setting these standards is importantfor organizations because the standards promote a respectful workingenvironment. The rules also make the atmosphere convenient foremployees of different ages, sex and positions. An acceptablebehavior in the workplace means using the right form of languageduring interactions with other employees, clients or suppliers(Kaptein, 2013). It is also the understanding that the workplace is aformal atmosphere that deserves respect and it is not acceptable tobring one’s personal issues to this setting. Therefore, it is theresponsibility of every organization to come up with workplacepolicies and codes of conduct that their employees can use as a guidein their daily operations. The policy should clearly state whataccepted behavior within the organization is and what is notpermitted by the company. The business should also ensure that everyworker signs and acknowledges the use of the employee code andconduct.
Itis the responsibility of the courts of law to determine what can beconsidered as sexual harassment or what is not. This should be doneby determining the facts of whether the accused requested for sexualfavors, used physical or verbal harassment of a sexual nature, or ifthe accused made unwelcome sexual advances (Kaptein, 2013). In makingits ruling, the court must establish whether the defendant actionshad an adverse impact on the accuser`s performance at the workplace.They also confirm if it is true that offensive language of a sexualnature was used in addressing the complainant. For instance, in thecase of Isiah Thomas, there was clear instances of inappropriate andunwelcome touching of the complainant resulting in workplaceharassment (Pearson, 2016). The court should also determine if theaccused action disrupted the plaintiff thinking and placed the workerin an uncomfortable position. The courts should also consider culturewhen deciding the case. This is because certain cultures allow forpeople to hug and kiss someone on the cheeks without viewing it assexual harassment. However, there are also some cultures that forbidsuch acts. This is also the same with languages where some culturesallow the use of certain words while others do not.
Thepayment made by MadisonSquare Garden to the complainant was lucrative indicating that peoplemay be tempted to falsify workplace harassment instances (Pearson,2016). It is factual that in some instances, people might have othermotives which may lead them to report a false accusation of sexualharassment, which is subsequently filed. Such actions often result inthe wrongful prosecution of innocent people, thereby leading to theinjustice to the accused. People have been found to take advantage ofsexual harassment to break laws or blatantly become unproductive inthe organization with the surety that they will file a sexualharassment lawsuit in case action is taken on them by their bosses.The courts can prevent such actions by establishing stringent rules,which will ensure there is sufficient evidence to prove theplaintiff`s claim of sexual harassment. As the law requires thecourts should prove beyond reasonable doubt that the plaintiff wasindeed sexually harassed and they are not trying to manipulate thecourt for them to champion their personal agenda. Having a witnessalone should not be considered as sufficient evidence in determiningsuch cases.
Kaptein,M. (Ed.). (2013).Workplace morality: Behavioral ethics in organizations.Bristol, United Kingdom: Emerald Group Publishing.
Pearson,U. (2016, January 08). Dessler Chapter 02 Video UPS Equal OpportunityEmployment hrm 0202 512 Retrieved fromhttp://media.pearsoncmg.com/ph/streaming/bp/2013/business_law/BLaw2013_Equal_Opp.html