A female employee, Tammy, informed the author that she is being sexually abused by her manager at their small office. Tammy is afraid to tell her husband for fear of violence and fears losing her job. The author advises Tammy to file a police report. The author then places the manager on administrative leave, informs HR and the legal department, and ensures Tammy will not have to work with the manager in the future. The organization pledges support for Tammy and a full investigation.

1. RUNNING HEADER SEXUAL ABUSE IN THE WORK PLACE 1
Sexual Abuse in the Work Place
Institution Affiliation:
Name:
Course:
Date:

2. RUNNING HEADER SEXUAL ABUSE IN THE WORK PLACE 2
Chosen Scenario
It is Sunday evening, and you receive a phone call from an employee, Ellen, who lives
several states away. However, she lives and works in your area of responsibility. Ellen is
emotional and states that she can no longer tolerate her young coworker being sexually abused
by the manager in their three-person office. She gives you the coworker’s name and phone
number, and she tells you that the young woman wants you to call her later that evening when
her husband will be asleep. As requested, you call the coworker, Tammy, and she states that she
is afraid of losing her job. Tammy is emotionally upset and says that she fears that if her husband
knows about what the manager is doing, he will confront him at the office, and there may be
violence. Tammy informs you that the manager has a violent temperament and is prone to
explosive outbursts.
Based on your knowledge of employment law, conflict management, and investigation
procedures, what would be the best
way to handle this situation?
The above state of affairs is one that I have encountered in the past because I am an
Assault Victim Advocate / certified Sexual Harassment in the United States. In a situation
concerning a sexual crime it is imperative to listen to the victim and let her know that the
management and I are there for her and that this type of thing will not be tolerated within the any
organization. I would advise Tammy that she did nothing wrong and that the most essential thing
that needed to be done is for her to go and file a police report with the local police station. While
talking with tammy I would also let her know that if her husband where to get involved in the
situation past the point of being there for her and taking care would complicate the whole
situation and can hinder any police and organization investigation. I would advice Tammy that if

3. RUNNING HEADER SEXUAL ABUSE IN THE WORK PLACE 3
she needed any services to help her and her family deal with the paraphernalia of any sexual
abuse she suffered at the hands of a leader of our organization that the organization would supply
her with a mental health professional as well as any medical needs that may have resulted from
this situation. I would inform Tammy that the manager would be placed on administrative leave
until further notice pending any type of investigation that will be conducted by the organization
and the police. I would also inform Tammy regardless of the outcome of the situation that she
will not ever work with this manager again.
After I talked with Tammy I would contact the supervisor of the manager in question and
fill him or her in on the situation. I would ask the supervisor if there was someone who is trust
worthy enough to run that office until other arrangements can be made. I would inform that
manager that until this situation is resolved that he or she must contact the manager in question
and inform him that he will be placed on administrated leave until further notice. I will inform
the supervisor that this complaint will be routed through the proper channels and that the
organization will be doing a full investigation concerning this matter and that there is a chance
that the police will be investigating this situation as a criminal act. I would continue to answer
any questions that I can from the supervisor before hanging up the phone.
Once I am finished talking to the supervisor of the manager accused of wrong doing I
would then call the legal department to inform them about the situation. I would let them know
that the manager is being placed on administrative leave for the time being and that Tammy will
be filing a police report. I would ask this department advice on what else needs to be done and if
the organization can be liable for any wrong doing by the manager. I would take in everything
the legal department told me and will continue on from there.

4. RUNNING HEADER SEXUAL ABUSE IN THE WORK PLACE 4
This situation is unfortunately all too common in the organization that I am in and I
would hope that any organization would have the victim as a priority. My organization has a
motto that states mission first people always and that is one that would benefit any organization
in a situation like this. I am not sure if what I wrote is correct but thinking like a leader who deals
with this type of misbehavior within the organization it is what I would do.

5. RUNNING HEADER SEXUAL ABUSE IN THE WORK PLACE 5
REFERENCES
Heathfield, S. M. (n.d.). Steps in Mediating Workplace Conflict Resolution. Retrieved May 03,
2017, from https://www.thebalance.com/workplace-conflict-resolution-1918675
http://web.a.ebscohost.com.libraryresources.columbiasouthern.edu/ehost/detail/detail?sid=5d8af
da8-476d-469d-8e36-
92bd7d6fa120%40sessionmgr4008&vid=0&hid=4204&bdata=JnNpdGU9ZWhvc3QtbGl
2ZSZzY29wZT1zaXRl#AN=103708484&db=bth
Lytle, T. (2015). Confronting Conflict. (cover story). HR Magazine, 60(6), 26-31
Sexual Abuse Charges. (n.d.). Retrieved May 03, 2017, from http://criminal-
law.freeadvice.com/criminal-law/violent_crimes/sexual-abuse.htm
Sexual Violence and the Workplace: Information for Employers. (n.d.). Retrieved May 03, 2017,
from http://www.nsvrc.org/sexual-violence-and-the-workplace-information-for-
employers