Instructure feedback. Your thesis is on the right track I want to push you to consider the following question when developing your thesis: why should the reader of your paper care about the claims your making? Does your analysis change the way we read the respective works? Or does your analysis help us to understand something about how your specific theme occurs in our society today? You’re on the right track as you head to the rough draft, overall, but please remember that we're looking for analysis, not summary, so assume the reader has read the book and go from there. It always benefits to get a bit more analytical as you develop your paper. 1. D'Jimas Sexual harassment is exploding in the media lately between Bill Cosby, Weinstein, and just recently, Steve Wynn. It seems every time I turn on the television, there is a new claim or accusation that is being broadcasted, turning into an unfortunate epidemic. Law enforcement is no different from the above examples of notable sexual harassment, whether it creates a hostile work environment or becomes a quid pro quo transaction. However, sometimes these lines are blurred when used to relieve the tension while working a scene or in other stressful situations. Office humor is abundant in my unit. We work long, grueling hours while looking at the worse people can do to each other. We have used this “humor” to make the unbearable, bearable. Sometimes these jokes and the comments cross over the line and can become hurtful. While it is meant to be funny, we are still in a professional environment and must take many factors into consideration. Who are we joking with? What tone am I using as I joke? How are my body gestures being taken? Is the person in a bad mood today or just not in the mood for joking? These variables all come into play while using “office humor” and may be unintentionally hurtful, demeaning, or may even cause anger. Office tension-relievers differ from hostile working environments because the latter uses intimidation, ridicule, and insults that are discriminatory and make a working environment abusive in nature (Pinellas County Sheriff’s Office, GO 3-4). As stated in Avery (2014), certain conditions must be present which mirrors our General Orders such as presence of ridicule, intimidation, and insults; perception of abuse; abuse causing decrease work productivity; and the discriminatory abuse must be based on gender, race, and so on. I have had experience with member’s claiming a hostile work environment; however, because what was taking place did not meet ALL the criteria, Human Resources stated that it didn’t meet the requirements of a hostile work environment. I completely disagree that it must meet all standards, especially the last requirement, gender. I have seen a supervisor demean an employee on a continual basis to the point the employee was physically sick. It met some of the criteria for the hostile work environment; the employee was constantly being ridiculed a.

1. Instructure feedback.
Your thesis is on the right track I want to push you to consider
the following question when developing your thesis: why should
the reader of your paper care about the claims your making?
Does your analysis change the way we read the respective
works? Or does your analysis help us to understand something
about how your specific theme occurs in our society today?
You’re on the right track as you head to the rough draft, overall,
but please remember that we're looking for analysis, not
summary, so assume the reader has read the book and go from
there. It always benefits to get a bit more analytical as you
develop your paper.
1. D'Jimas
Sexual harassment is exploding in the media lately between Bill
Cosby, Weinstein, and just recently, Steve Wynn. It seems
every time I turn on the television, there is a new claim or
accusation that is being broadcasted, turning into an unfortunate
epidemic. Law enforcement is no different from the above
examples of notable sexual harassment, whether it creates a
hostile work environment or becomes a quid pro quo
transaction. However, sometimes these lines are blurred when
used to relieve the tension while working a scene or in other
stressful situations. Office humor is abundant in my unit. We
work long, grueling hours while looking at the worse people can
do to each other. We have used this “humor” to make the
unbearable, bearable. Sometimes these jokes and the comments
cross over the line and can become hurtful. While it is meant to
be funny, we are still in a professional environment and must
take many factors into consideration. Who are we joking with?
What tone am I using as I joke? How are my body gestures
being taken? Is the person in a bad mood today or just not in the

2. mood for joking? These variables all come into play while using
“office humor” and may be unintentionally hurtful, demeaning,
or may even cause anger.
Office tension-relievers differ from hostile working
environments because the latter uses intimidation, ridicule, and
insults that are discriminatory and make a working environment
abusive in nature (Pinellas County Sheriff’s Office, GO 3-4). As
stated in Avery (2014), certain conditions must be present
which mirrors our General Orders such as presence of ridicule,
intimidation, and insults; perception of abuse; abuse causing
decrease work productivity; and the discriminatory abuse must
be based on gender, race, and so on. I have had experience with
member’s claiming a hostile work environment; however,
because what was taking place did not meet ALL the criteria,
Human Resources stated that it didn’t meet the requirements of
a hostile work environment. I completely disagree that it must
meet all standards, especially the last requirement, gender. I
have seen a supervisor demean an employee on a continual basis
to the point the employee was physically sick. It met some of
the criteria for the hostile work environment; the employee was
constantly being ridiculed and insulted, the employee voiced
that she felt abused by the supervisor, and the employee’s work
suffered. She started second guessing everything she did
because she was so nervous she would get reprimanded for even
the tiniest mistake. Her gender wasn’t the issue and did not lead
to the ridicule, insults, and abuse, so her claim was denied. I
felt that some of us did what we could, and we still support the
employee and what she went through.
Strong core values will help alleviate sexual harassment in the
workplace, but it takes excellence, integrity and respect to be
that leader that doesn’t tolerate the slightest bit of harassment.
The presence of these values shows others the appropriate way
to behave and conduct oneself when dealing with others. If
someone believes it is okay to harass a co-worker (someone
they know), then what will stop them from harassing the public
and abusing their power to conduct and condone inappropriate

3. behavior?
References:
Avery, I. T. (2014). Legal issues in criminal justice
administration. Mason, OH: Cengage Learning.
Pinellas County Sheriff’s Office. Retrieved from:
https://pcsoweb.com
2.cross
· Sexual harassment in the workplace is an issue that exists in
employees’ fringe. Basically they are aware that it is a serious
issue that takes place, most are ill-prepared to deal with it
firsthand. Workplace harassment is not particularly discussed in
the Title VII of the Civil Rights Act of 1964, which safeguards
employees against injustice on the base of sex, color, race,
religion and national origin. Sexual harassment has already been
covered to a magnitude, however, this is a weighty matter that
organizations face around the globe. This is one of the most
prevalent and all-too-regularly happening forms of inequity in
the workplace (Jada A Graves, 2015).
The positive atmosphere that humor brings into the office does
not only assist in individual work efficiency, it enhances the
overall company attitude and can lessen turn over rate. If each
worker in the office is having fun and feels as if they are
connecting with each other, then, work is plausible to be done
with devotion, keen interest, and an improved work ethic (Emily
Salswedel, 2017). Trust. One method of demonstrating and
acquiring trust is for co-workers to show their sense of humor
and demonstrate what they really like under their professional
mask. Humor can also cut through tension in various
circumstances (Emily Salswedel, 2017).Telling an inappropriate
joke can however, do serious damage. Founding out if a joke
will fly needs deciding whether it connects with the setting,
those listening taste as well as their ambition at the time. A
CEO who jokes after a round of dismissals that he is going to
acquire a smaller yacht is probable to come across as hostile

4. and mean (Sue Shellenbarger, 2017).
The Saint Leo core values impact skills on the students on
which they later will apply later in their lives once they begin
working. They are as well able to develop character and learn
on the importance of delivering, being just and honest. They
acquire values such as listening, learning, sharing and serving,
this are tools that assist them to make a positive influence to the
world hence they are prepared for a great career ahead.
Reference
Jada A Graves, 6 Things to Know about Workplace Sexual
Harassment, February 12, 2015; Retrieved from
https://money.usnews.com/money/careers/articles/2015/02/12/6-
things-to-know-about-workplace-sexual-harassment
Emily Salswedel, How Humor in the Workplace Boosts
Relationships ad Productivity, September 8, 2017, Retrieved
from https://synecticsmedia.com/how-humor-in-the-workplace-
boosts-relationships-and-productivity
Sue Shellenbarger, The Joke that Makes or breaks you at Work,
January 24, 2017, https://www.wsj.com/articles/the-joke-that-
makes-or-breaks-you-at-work-1485273069
3. ford
· Sexual Harassment is a major problem within the workplace
today, which could range from touching, sexual intercourse, or
even making inappropriate comments to anyone in the
workplace. Harassing someone could affect their work
productivity on the job because they feel uncomfortable. I feel
that some individuals don’t report sexual harassment that’s
happening on the job because either they’re scared to report or
just embarrassed. Some harassers try to cover their harassment
on another worker by saying they were just joking. Harassing or
abuse of an employee because of the employer’s race, color,
religion, sex or natural origin amounts to discrimination in the
terms and conditions or privileges of employment and is an
unlawful employment practice under Title VII (Avery, p.55).
Sexual Harassment is a bad look for the agency not just the

5. individual who is being harassed. It’s important to keep sexual
harassment out of Law Enforcement agencies because officers
work long hours to complete job duties and sexual harassment
can lowers job productivity and negatively impacts mission and
safety within the law enforcement.
Avery, I. T. (2014). Legal issues in criminal justice
administration. Mason, OH: Cengage Learning.