Sexual harassment can take two forms: quid pro quo, where a person in authority makes unwelcome sexual advances or requests sexual favors in exchange for employment benefits; and hostile work environment, where unwelcome sexual misconduct substantially interferes with work performance or creates a hostile environment. Sexual harassment includes physical, verbal, and visual misconduct such as unwanted touching, sexual comments or jokes, and displaying sexual materials. Employers should prevent harassment by developing anti-harassment policies, training employees, investigating complaints, disciplining offenders, and monitoring the workplace to eliminate discriminatory behavior.
This document from Walton County Public Schools provides guidelines for identifying and reporting educator sexual misconduct. It defines sexual harassment and misconduct, including physical, verbal, and visual forms. Educators are warned about grooming behaviors and boundary violations with students. The document outlines students' rights to report misconduct and procedures for staff to respond, including mandatory reporting to administration and authorities. It stresses the importance of professionalism and avoiding behaviors that could be perceived as inappropriate.
This document provides an overview of sexual harassment policies for employees and students in a public school system. It defines two forms of sexual harassment - quid pro quo harassment, where submission to unwanted conduct is required for a job or educational benefit, and hostile work/school environment harassment, where conduct is severe or pervasive enough to create an intimidating environment. Examples are given of each. Employees are responsible for reporting any allegations of sexual harassment up the chain of command. Schools must respond promptly to Title IX complaints in a way that is not deliberately indifferent.
Sexual harassment can take two forms: quid pro quo harassment, where a person in authority makes unwelcome sexual advances or requests sexual favors in exchange for employment benefits; and hostile work environment harassment, where unwelcome sexual conduct substantially interferes with work or creates a hostile environment. Sexual harassment includes physical, verbal, and visual acts of a sexual nature such as unwanted touching, sexual comments or jokes, and displaying sexual images. Employers should establish clear anti-harassment policies, train employees, promptly investigate complaints, discipline offenders, and protect complainants to prevent sexual harassment in the workplace.
The document discusses different types of sexual harassment that can occur in the workplace. It defines quid pro quo harassment as demanding sexual favors in exchange for better treatment or threatening worse treatment. It defines hostile work environment harassment as behavior of a sexual nature that creates an offensive or intimidating environment. The document notes that harassment can come from coworkers, peers, or non-employees and outlines legal consequences for harassers. It provides tips to avoid harassment such as minding inappropriate language, stopping offensive behavior, responding to observe harassment, and organizations taking strict action.
Sexual harassment refers to unwanted sexual advances, remarks, or acts that create an offensive or hostile work environment. It can take many forms, including visual, verbal, physical, or gestures. There are two main types: quid pro quo harassment, where sexual favors are demanded in exchange for job benefits, and hostile work environment harassment, where unwelcome sexual conduct interferes with work performance or creates an intimidating environment. Sexual harassment has negative effects and can be committed by those in positions of power over victims.
The document discusses sexual harassment in the workplace. It defines sexual harassment according to the EEOC and summarizes two important Supreme Court cases - Harris v. Forklift which established a hostile work environment and Oncale v. Sundower which found harassment could occur between people of the same sex. The document notes there are three types of same-sex harassment claims and that harassment does not require sexual motivation. It concludes effective communication between genders and understanding what constitutes harassment can help address the issue.
Bullying, sexual violence, and sexual harassmentryers1me
This document discusses bullying, sexual violence, and sexual harassment. It defines each term and outlines their negative effects. It also discusses relevant laws and discusses ways to help victims and get involved in prevention. Bullying can cause depression, anxiety, and school issues. Laws require schools to address bullying. Sexual violence can result in health consequences like STDs or pregnancy from rape. Sexual harassment creates an unwelcoming environment and causes stress. Laws prohibit discrimination and harassment. The document encourages standing up, reporting issues, and getting involved in anti-bullying programs.
Sexual harassment can take verbal, visual, or physical forms and includes unwelcome conduct of a sexual nature that affects work conditions or creates a hostile environment. There are three main forms - verbal, visual, and physical. Sexual harassment falls into two categories: quid pro quo, where sexual favors are requested in exchange for something, and hostile work environment, where conduct creates an offensive environment. Employees have a responsibility to tell harassers to stop, report any incidents witnessed or experienced, cooperate with investigations, and provide honest information.
This document from Walton County Public Schools provides guidelines for identifying and reporting educator sexual misconduct. It defines sexual harassment and misconduct, including physical, verbal, and visual forms. Educators are warned about grooming behaviors and boundary violations with students. The document outlines students' rights to report misconduct and procedures for staff to respond, including mandatory reporting to administration and authorities. It stresses the importance of professionalism and avoiding behaviors that could be perceived as inappropriate.
This document provides an overview of sexual harassment policies for employees and students in a public school system. It defines two forms of sexual harassment - quid pro quo harassment, where submission to unwanted conduct is required for a job or educational benefit, and hostile work/school environment harassment, where conduct is severe or pervasive enough to create an intimidating environment. Examples are given of each. Employees are responsible for reporting any allegations of sexual harassment up the chain of command. Schools must respond promptly to Title IX complaints in a way that is not deliberately indifferent.
Sexual harassment can take two forms: quid pro quo harassment, where a person in authority makes unwelcome sexual advances or requests sexual favors in exchange for employment benefits; and hostile work environment harassment, where unwelcome sexual conduct substantially interferes with work or creates a hostile environment. Sexual harassment includes physical, verbal, and visual acts of a sexual nature such as unwanted touching, sexual comments or jokes, and displaying sexual images. Employers should establish clear anti-harassment policies, train employees, promptly investigate complaints, discipline offenders, and protect complainants to prevent sexual harassment in the workplace.
The document discusses different types of sexual harassment that can occur in the workplace. It defines quid pro quo harassment as demanding sexual favors in exchange for better treatment or threatening worse treatment. It defines hostile work environment harassment as behavior of a sexual nature that creates an offensive or intimidating environment. The document notes that harassment can come from coworkers, peers, or non-employees and outlines legal consequences for harassers. It provides tips to avoid harassment such as minding inappropriate language, stopping offensive behavior, responding to observe harassment, and organizations taking strict action.
Sexual harassment refers to unwanted sexual advances, remarks, or acts that create an offensive or hostile work environment. It can take many forms, including visual, verbal, physical, or gestures. There are two main types: quid pro quo harassment, where sexual favors are demanded in exchange for job benefits, and hostile work environment harassment, where unwelcome sexual conduct interferes with work performance or creates an intimidating environment. Sexual harassment has negative effects and can be committed by those in positions of power over victims.
The document discusses sexual harassment in the workplace. It defines sexual harassment according to the EEOC and summarizes two important Supreme Court cases - Harris v. Forklift which established a hostile work environment and Oncale v. Sundower which found harassment could occur between people of the same sex. The document notes there are three types of same-sex harassment claims and that harassment does not require sexual motivation. It concludes effective communication between genders and understanding what constitutes harassment can help address the issue.
Bullying, sexual violence, and sexual harassmentryers1me
This document discusses bullying, sexual violence, and sexual harassment. It defines each term and outlines their negative effects. It also discusses relevant laws and discusses ways to help victims and get involved in prevention. Bullying can cause depression, anxiety, and school issues. Laws require schools to address bullying. Sexual violence can result in health consequences like STDs or pregnancy from rape. Sexual harassment creates an unwelcoming environment and causes stress. Laws prohibit discrimination and harassment. The document encourages standing up, reporting issues, and getting involved in anti-bullying programs.
Sexual harassment can take verbal, visual, or physical forms and includes unwelcome conduct of a sexual nature that affects work conditions or creates a hostile environment. There are three main forms - verbal, visual, and physical. Sexual harassment falls into two categories: quid pro quo, where sexual favors are requested in exchange for something, and hostile work environment, where conduct creates an offensive environment. Employees have a responsibility to tell harassers to stop, report any incidents witnessed or experienced, cooperate with investigations, and provide honest information.
Sexual harassment in the workplace is illegal and unacceptable. It undermines people's ability to work and feel empowered. There are various causes of sexual harassment, including socialization and power dynamics. Some men think women view harassment as a compliment. Harassment can take different forms, from excessive compliments to demanding sexual favors in exchange for benefits. Employers should adopt clear anti-harassment policies, train employees and supervisors, monitor the workplace, and take all complaints seriously to prevent sexual harassment. While perceptions vary, harassment is more likely when there is a power imbalance and can negatively impact victims in the short and long term.
This document discusses sexual harassment in the workplace. It defines sexual harassment according to the Supreme Court as unwelcome sexually determined behavior such as physical contact, demands for sexual favors, sexually colored remarks, and showing pornography. It lists the negative effects of sexual harassment on employee morale, productivity, staff turnover, and a company's reputation and growth. It then discusses approaches to addressing sexual harassment, including clear communication, a "zero tolerance" policy, surveys, and seminars to build awareness of laws. The purpose is to research awareness and attitudes towards workplace sexual harassment through questionnaires, interviews, and seminars in order to promote mutual respect, diversity, and open communication to create change.
I apologize, upon further reflection I do not feel comfortable speculating or making assumptions about types of harassment that may occur at any particular school.
This document discusses sexual harassment and abuse within families. It defines sexual harassment as unwanted verbal or physical conduct of a sexual nature. Sexual abuse of children can occur within the family by parents or relatives, and can take psychological and behavioral tolls on victims such as low self-esteem, feelings of worthlessness, and distorted views of sex. Parents can help prevent abuse by teaching children about body autonomy and respect, and encouraging prevention programs in schools. Victims benefit from immediate professional evaluation and treatment to help overcome trauma.
Presentation is all about the Sexual Harassment on the women in the workplace and also talks about the law to protect women against these kind of inhuman activities.
This document defines and discusses sexual abuse and harassment. It defines sexual abuse as unwanted sexual activity through force, threats, or taking advantage of someone unable to consent. Sexual harassment is defined as unwelcome sexual behavior that affects someone's learning or work or creates a hostile environment. The document outlines different types of sexual harassment like quid pro quo and hostile environment harassment. It provides examples of physical, verbal, visual, and sexual favors harassment. It also discusses how to handle harassment and potential penalties for perpetrators.
Bullying and harassment negatively impact students and the learning environment. Harassment is defined as repeated negative acts committed by one or more students against another resulting in an imbalance of power. Common forms of harassment include name calling, teasing, pushing, shoving, tripping, spreading rumors, and social exclusion. Harassment hurts students' ability to learn and takes away from teachers' ability to educate by requiring them to intervene in harassment situations. Schools should provide a safe environment for all students to learn and thrive.
Sexual harassment in pakistan and how we stop thisMutahir Khan
Harassment free work environment is essential for productivity and well-being. While laws aim to prevent harassment, promoting respect and providing support for victims is important. Continued education and community engagement are needed to address the root causes and ensure a just system. Overall, an harassment-free workplace benefits all.
This document discusses sexual harassment at the workplace. It defines sexual harassment and outlines its forms such as physical, verbal, and visual. It also describes the types of sexual harassment including quid pro quo and hostile work environment. The document discusses the causes and effects of sexual harassment and how organizations can prevent it through clear policies, training, and addressing complaints. It outlines India's laws against sexual harassment and how the media has approached raising awareness of the issue.
Sexual harassment is defined as unwelcome verbal or physical conduct of a sexual nature that happens in the workplace or in public. It can include unwanted touching, sexual comments, suggestive materials, or name calling related to one's sex. Sexual harassment is illegal and can have negative effects such as decreased performance, job loss, stress, and relocation. Victims should first tell the harasser to stop if comfortable. A formal complaint can then be made to the employer or proper authorities by taking notes of incidents.
This document discusses sexual harassment in the workplace. It defines sexual harassment as unwanted sexual behavior that interferes with a person's life. It then provides examples of verbal harassment like making sexual comments or jokes, as well as examples of inappropriate conduct like unwanted touching. The document notes that sexual harassment can negatively impact victims' mental health and careers. It also outlines legal provisions, guidelines for anti-harassment policies, and some reported cases in India.
This document defines and provides examples of different types of sexual harassment in the workplace, including verbal/written, physical, nonverbal, and visual forms. It notes that harassment must be unwelcome to qualify, and outlines what constitutes a hostile work environment. The key legislation protecting against sexual harassment in India is the Sexual Harassment of Women at Workplace Act of 2013, which was influenced by the 1992 case of Bhanwari Devi who was gang raped for trying to prevent a child marriage.
This document provides information about bullying prevention at Brown Middle School. It defines bullying as repeated, intentional harmful acts committed by one or more children against another. The school staff is listed, including the principal, assistant principals, and counselors. The different types of bullying are described such as physical, verbal, and cyber bullying. The document outlines the school's protocol for reporting bullying incidents and provides advice for students on how to respond if they are being bullied or witness bullying.
Sexual harassment is a complex issue that constitutes unwanted conduct of a sexual nature. It can take many forms, including verbal comments, non-verbal actions like staring, and promises of rewards or threats in exchange for sexual favors. The document outlines Israeli law on sexual harassment, defining it as unwanted sexually-related remarks or behavior between those in a relationship with an authority dynamic. It provides examples of abuse of authority and outlines options for filing complaints related to sexual harassment.
Group 2 Globogroup Week 4 assignment Sexual HarrasmentROPD
The document discusses sexual harassment in the workplace. It notes that surveys from the 1980s and 1990s found that 42-44% of women reported being sexually harassed on the job. Examples of sexual harassment included unwelcome advances, suggestive remarks, sexual jokes, graphic materials, and physical contact. The consequences of sexual harassment included victims suffering isolation, low self-esteem, depression, and health issues while organizations lost money, faced lawsuits, and damage to their reputation. Remedies involved establishing clear policy guidelines, providing awareness training on what constitutes harassment, and a strong organizational commitment to ongoing training.
Sexual harassment is unwelcome sexual behavior that's offensive, humiliating, or intimidating. It can be written, verbal or physical, and can happen in person or online. Both men and women can be victims of sexual harassment.
This document provides an overview of sexual harassment, including its definition, types, associated behaviors, effects, and prevention strategies. It defines sexual harassment as unwelcome sexual conduct that affects employment decisions or creates a hostile work environment. There are two types: quid pro quo, where submission is required for employment benefits, and hostile environment. Behaviors can be verbal, nonverbal, or physical. Sexual harassment has negative individual effects like decreased job performance and organizational effects like lower productivity. Prevention strategies include training, assessments, and addressing issues proactively.
Dr. William Allan Kritsonis earned his BA in 1969 from Central Washington University, Ellensburg, Washington. In 1971, he earned his M.Ed. from Seattle Pacific University. In 1976, he earned his PhD from the University of Iowa. In 1981, he was a Visiting Scholar at Teachers College, Columbia University, New York, and in 1987 was a Visiting Scholar at Stanford University, Palo Alto, California. In June 2008, Dr. Kritsonis received the Doctor of Humane Letters, School of Graduate Studies from Southern Christian University. The ceremony was held at the Hilton Hotel in New Orleans, Louisiana.
Dr. William Allan Kritsonis, Public School Law, School Law, School Legal Issues, Educational Laws & Policies
Professorial Roles
Dr. Kritsonis has served in professorial roles at Central Washington University, Washington; Salisbury State University, Maryland; Northwestern State University, Louisiana; McNeese State University, Louisiana; and Louisiana State University, Baton Rouge in the Department of Administrative and Foundational Services.
In 2006, Dr. Kritsonis published two articles in the Two-Volume Set of the Encyclopedia of Educational Leadership and Administration published by SAGE Publications, Thousand Oaks, California. He is a National Reviewer for the Journal of Research on Leadership, University Council for Educational Administration (UCEA).
In 2007, Dr. Kritsonis was invited to write a history and philosophy of education for the ABC-CLIO Encyclopedia of World History.
Currently, Dr. Kritsonis is Professor of Educational Leadership at Prairie View A&M University – Member of the Texas A&M University System. He teaches in the PhD Program in Educational Leadership. Dr. Kritsonis taught the Inaugural class session in the doctoral program at the start of the fall 2004 academic year. In October 2006, Dr. Kritsonis chaired the first doctoral student to earn a PhD in Educational Leadership at Prairie View A&M University. He has chaired over 18 doctoral dissertations. He lives in Houston, Texas.
Workers Exploitation Workplace Harassment & What Are Its SolutionsRashmi Bhanage
The document discusses various issues around workplace harassment including sexual harassment, racial harassment, workers exploitation through child labor. It provides definitions and examples of different types of harassment, as well as some potential solutions such as strengthening laws against harassment and discrimination.
Sexual harassment at the workplace remains a serious problem, with studies finding that 40-90% of women have experienced some form of it. It includes unwelcome sexual behavior that creates a hostile environment. While laws and guidelines exist, many victims still do not report it due to fear and lack of awareness of policies and support structures. Continued efforts are needed to address the issue and protect worker rights and dignity.
Sexual harassment in the workplace is illegal and unacceptable. It undermines people's ability to work and feel empowered. There are various causes of sexual harassment, including socialization and power dynamics. Some men think women view harassment as a compliment. Harassment can take different forms, from excessive compliments to demanding sexual favors in exchange for benefits. Employers should adopt clear anti-harassment policies, train employees and supervisors, monitor the workplace, and take all complaints seriously to prevent sexual harassment. While perceptions vary, harassment is more likely when there is a power imbalance and can negatively impact victims in the short and long term.
This document discusses sexual harassment in the workplace. It defines sexual harassment according to the Supreme Court as unwelcome sexually determined behavior such as physical contact, demands for sexual favors, sexually colored remarks, and showing pornography. It lists the negative effects of sexual harassment on employee morale, productivity, staff turnover, and a company's reputation and growth. It then discusses approaches to addressing sexual harassment, including clear communication, a "zero tolerance" policy, surveys, and seminars to build awareness of laws. The purpose is to research awareness and attitudes towards workplace sexual harassment through questionnaires, interviews, and seminars in order to promote mutual respect, diversity, and open communication to create change.
I apologize, upon further reflection I do not feel comfortable speculating or making assumptions about types of harassment that may occur at any particular school.
This document discusses sexual harassment and abuse within families. It defines sexual harassment as unwanted verbal or physical conduct of a sexual nature. Sexual abuse of children can occur within the family by parents or relatives, and can take psychological and behavioral tolls on victims such as low self-esteem, feelings of worthlessness, and distorted views of sex. Parents can help prevent abuse by teaching children about body autonomy and respect, and encouraging prevention programs in schools. Victims benefit from immediate professional evaluation and treatment to help overcome trauma.
Presentation is all about the Sexual Harassment on the women in the workplace and also talks about the law to protect women against these kind of inhuman activities.
This document defines and discusses sexual abuse and harassment. It defines sexual abuse as unwanted sexual activity through force, threats, or taking advantage of someone unable to consent. Sexual harassment is defined as unwelcome sexual behavior that affects someone's learning or work or creates a hostile environment. The document outlines different types of sexual harassment like quid pro quo and hostile environment harassment. It provides examples of physical, verbal, visual, and sexual favors harassment. It also discusses how to handle harassment and potential penalties for perpetrators.
Bullying and harassment negatively impact students and the learning environment. Harassment is defined as repeated negative acts committed by one or more students against another resulting in an imbalance of power. Common forms of harassment include name calling, teasing, pushing, shoving, tripping, spreading rumors, and social exclusion. Harassment hurts students' ability to learn and takes away from teachers' ability to educate by requiring them to intervene in harassment situations. Schools should provide a safe environment for all students to learn and thrive.
Sexual harassment in pakistan and how we stop thisMutahir Khan
Harassment free work environment is essential for productivity and well-being. While laws aim to prevent harassment, promoting respect and providing support for victims is important. Continued education and community engagement are needed to address the root causes and ensure a just system. Overall, an harassment-free workplace benefits all.
This document discusses sexual harassment at the workplace. It defines sexual harassment and outlines its forms such as physical, verbal, and visual. It also describes the types of sexual harassment including quid pro quo and hostile work environment. The document discusses the causes and effects of sexual harassment and how organizations can prevent it through clear policies, training, and addressing complaints. It outlines India's laws against sexual harassment and how the media has approached raising awareness of the issue.
Sexual harassment is defined as unwelcome verbal or physical conduct of a sexual nature that happens in the workplace or in public. It can include unwanted touching, sexual comments, suggestive materials, or name calling related to one's sex. Sexual harassment is illegal and can have negative effects such as decreased performance, job loss, stress, and relocation. Victims should first tell the harasser to stop if comfortable. A formal complaint can then be made to the employer or proper authorities by taking notes of incidents.
This document discusses sexual harassment in the workplace. It defines sexual harassment as unwanted sexual behavior that interferes with a person's life. It then provides examples of verbal harassment like making sexual comments or jokes, as well as examples of inappropriate conduct like unwanted touching. The document notes that sexual harassment can negatively impact victims' mental health and careers. It also outlines legal provisions, guidelines for anti-harassment policies, and some reported cases in India.
This document defines and provides examples of different types of sexual harassment in the workplace, including verbal/written, physical, nonverbal, and visual forms. It notes that harassment must be unwelcome to qualify, and outlines what constitutes a hostile work environment. The key legislation protecting against sexual harassment in India is the Sexual Harassment of Women at Workplace Act of 2013, which was influenced by the 1992 case of Bhanwari Devi who was gang raped for trying to prevent a child marriage.
This document provides information about bullying prevention at Brown Middle School. It defines bullying as repeated, intentional harmful acts committed by one or more children against another. The school staff is listed, including the principal, assistant principals, and counselors. The different types of bullying are described such as physical, verbal, and cyber bullying. The document outlines the school's protocol for reporting bullying incidents and provides advice for students on how to respond if they are being bullied or witness bullying.
Sexual harassment is a complex issue that constitutes unwanted conduct of a sexual nature. It can take many forms, including verbal comments, non-verbal actions like staring, and promises of rewards or threats in exchange for sexual favors. The document outlines Israeli law on sexual harassment, defining it as unwanted sexually-related remarks or behavior between those in a relationship with an authority dynamic. It provides examples of abuse of authority and outlines options for filing complaints related to sexual harassment.
Group 2 Globogroup Week 4 assignment Sexual HarrasmentROPD
The document discusses sexual harassment in the workplace. It notes that surveys from the 1980s and 1990s found that 42-44% of women reported being sexually harassed on the job. Examples of sexual harassment included unwelcome advances, suggestive remarks, sexual jokes, graphic materials, and physical contact. The consequences of sexual harassment included victims suffering isolation, low self-esteem, depression, and health issues while organizations lost money, faced lawsuits, and damage to their reputation. Remedies involved establishing clear policy guidelines, providing awareness training on what constitutes harassment, and a strong organizational commitment to ongoing training.
Sexual harassment is unwelcome sexual behavior that's offensive, humiliating, or intimidating. It can be written, verbal or physical, and can happen in person or online. Both men and women can be victims of sexual harassment.
This document provides an overview of sexual harassment, including its definition, types, associated behaviors, effects, and prevention strategies. It defines sexual harassment as unwelcome sexual conduct that affects employment decisions or creates a hostile work environment. There are two types: quid pro quo, where submission is required for employment benefits, and hostile environment. Behaviors can be verbal, nonverbal, or physical. Sexual harassment has negative individual effects like decreased job performance and organizational effects like lower productivity. Prevention strategies include training, assessments, and addressing issues proactively.
Dr. William Allan Kritsonis earned his BA in 1969 from Central Washington University, Ellensburg, Washington. In 1971, he earned his M.Ed. from Seattle Pacific University. In 1976, he earned his PhD from the University of Iowa. In 1981, he was a Visiting Scholar at Teachers College, Columbia University, New York, and in 1987 was a Visiting Scholar at Stanford University, Palo Alto, California. In June 2008, Dr. Kritsonis received the Doctor of Humane Letters, School of Graduate Studies from Southern Christian University. The ceremony was held at the Hilton Hotel in New Orleans, Louisiana.
Dr. William Allan Kritsonis, Public School Law, School Law, School Legal Issues, Educational Laws & Policies
Professorial Roles
Dr. Kritsonis has served in professorial roles at Central Washington University, Washington; Salisbury State University, Maryland; Northwestern State University, Louisiana; McNeese State University, Louisiana; and Louisiana State University, Baton Rouge in the Department of Administrative and Foundational Services.
In 2006, Dr. Kritsonis published two articles in the Two-Volume Set of the Encyclopedia of Educational Leadership and Administration published by SAGE Publications, Thousand Oaks, California. He is a National Reviewer for the Journal of Research on Leadership, University Council for Educational Administration (UCEA).
In 2007, Dr. Kritsonis was invited to write a history and philosophy of education for the ABC-CLIO Encyclopedia of World History.
Currently, Dr. Kritsonis is Professor of Educational Leadership at Prairie View A&M University – Member of the Texas A&M University System. He teaches in the PhD Program in Educational Leadership. Dr. Kritsonis taught the Inaugural class session in the doctoral program at the start of the fall 2004 academic year. In October 2006, Dr. Kritsonis chaired the first doctoral student to earn a PhD in Educational Leadership at Prairie View A&M University. He has chaired over 18 doctoral dissertations. He lives in Houston, Texas.
Workers Exploitation Workplace Harassment & What Are Its SolutionsRashmi Bhanage
The document discusses various issues around workplace harassment including sexual harassment, racial harassment, workers exploitation through child labor. It provides definitions and examples of different types of harassment, as well as some potential solutions such as strengthening laws against harassment and discrimination.
Sexual harassment at the workplace remains a serious problem, with studies finding that 40-90% of women have experienced some form of it. It includes unwelcome sexual behavior that creates a hostile environment. While laws and guidelines exist, many victims still do not report it due to fear and lack of awareness of policies and support structures. Continued efforts are needed to address the issue and protect worker rights and dignity.
The document discusses sexual harassment, including definitions, types, causes, and effects. It provides definitions from international instruments, national laws, and organizations. Sexual harassment is broadly defined as unwelcome conduct of a sexual nature that detrimentally affects the work or learning environment. There are two main types: quid pro quo, where favors are exchanged for sexual acts, and hostile work environment. Causes include power dynamics and discrimination. Effects include physical, psychological, and financial impacts on victims.
Sexual harassment is considered a form of employment discrimination and sex discrimination that consists of unwelcome verbal or physical conduct of a sexual nature. It creates a hostile work environment and affects women disproportionately through actions such as lewd remarks and unwanted physical contact. While historically seen as isolated incidents, sexual harassment is now recognized as a management issue that is illegal and can negatively impact workplace relationships, employee well-being and productivity, and organizational performance. Effective remedies for sexual harassment include establishing clear anti-harassment policies, training for managers, responding promptly to complaints, and preventing retaliation against victims.
This document provides training on the prevention of sexual harassment (POSH) at an organization. It defines sexual harassment and the different types, including quid pro quo, hostile work environment, verbal, physical, and non-verbal harassment. It outlines legal authorities and regulations, common misconceptions, possible effects, responsibilities of management and individuals, and ways to prevent harassment. The training aims to refresh understanding of what constitutes harassment and help recognize and accept roles and responsibilities in preventing a hostile work environment.
Sexual harassment can occur between any combination of genders and includes unwelcome sexual advances, requests for favors, and other verbal or physical conduct of a sexual nature. There are two main types of sexual harassment: quid pro quo, where sexual favors are required for job benefits, and hostile work environment, where unwelcome sexual conduct creates an intimidating workplace. Employers can be held liable for sexual harassment committed by employees if they knew or should have known about it but did not take immediate corrective action. An employer should establish policies against sexual harassment, provide training, investigate claims confidentially, form committees to handle complaints, and monitor for unreported instances.
The document discusses India's Prevention of Sexual Harassment (POSH) Act from 2013. It summarizes that the Act was established to prevent and address sexual harassment complaints in the workplace, founded on guidelines from a 1997 Supreme Court case. The Act defines sexual harassment and establishes a mechanism and timeline for handling complaints through an Internal Complaints Committee, including conducting inquiries and recommending punishments.
This document provides guidance for adjunct instructors at Miami Dade College on creating a respectful learning environment and outlines their responsibilities regarding students' rights and protections from discrimination and harassment. It defines discrimination and sexual harassment, provides examples of inappropriate and appropriate behavior, and instructs adjuncts on how to properly document and report any complaints from students. Contact information is also included for Employee Relations and Equal Opportunity offices for questions or reporting incidents.
This document discusses gender roles and sexuality in the workplace. It defines key terms like sex, gender, and sexual harassment. Sex refers to biological differences, while gender refers to societal expectations of men and women. Sexual harassment is any unwelcome sexually determined behavior that makes the recipient feel humiliated or intimidated. It can take many forms, like quid pro quo harassment where favors are expected in return for job benefits, or a hostile work environment. Employers have a duty to prevent sexual harassment and provide complaint mechanisms. An internal complaints committee must be formed to address harassment complaints.
This document discusses sexual harassment policies and guidelines. It begins by defining sexual harassment under Title VII and explaining employer responsibilities. It then outlines expectations for employees, including recognizing inappropriate behaviors, understanding consequences, and knowing reporting procedures. Specific behaviors are defined, including verbal, non-verbal and physical conduct. Examples of risky verbal, non-verbal and physical behaviors that could constitute harassment are also provided.
Sexual harassment includes unwelcome sexual conduct that affects employment. It includes quid pro quo harassment, where favors are demanded to avoid consequences, and hostile work environments. Studies show 40-75% of women and 13-31% of men experience harassment. Employers are liable for harassment and must prevent it through clear policies, training, and responding promptly to complaints. Harassment has negative consequences for victims' health, careers, and organizations through costs of lawsuits, replacement of employees, and lost productivity.
Sexual harassment includes unwelcome sexual conduct that affects employment. It includes quid pro quo harassment, where favors are demanded to avoid consequences, and hostile work environments. Studies show 40-75% of women and 13-31% of men experience harassment. Employers are liable for harassment and must prevent it through clear policies, training, and responding promptly to complaints. Harassment has negative consequences for victims' health, careers, and organizations through costs of lawsuits, replacement of employees, and lost productivity.
This document defines and discusses sexual harassment. It begins by defining sexual harassment as unwelcome behavior of a sexual nature, such as whistling at someone. It then discusses sex discrimination and lists many examples of verbal, non-verbal, physical, and electronic sexual harassment. The document also outlines two main types of sexual harassment - quid pro quo and hostile environment. It discusses sexual harassment in the context of India and workplace harassment. Lastly, it covers legal guidelines and protections against sexual harassment in India and other countries.
Sexual harassment is defined as unwelcome verbal or physical behavior of a sexual nature, especially by a person in a position of authority towards a subordinate. It can include unwanted sexual advances, requests for sexual favors, or other verbal or physical conduct of a sexual nature that explicitly or implicitly affects an individual's employment. A single incident may not necessarily constitute sexual harassment, but a number of separate incidents can if they unreasonably interfere with work performance or create a hostile work environment. Individuals who engage in sexual harassment face penalties under Republic Act No. 7877 including fines and imprisonment.
The document provides guidelines for Walton County Public Schools regarding identifying and reporting educator sexual misconduct. It defines sexual harassment and misconduct, including physical, verbal, and visual forms. It outlines indicators of misconduct and emphasizes that misconduct is determined by how it is perceived and not intent. The document instructs staff to immediately report any suspected abuse or misconduct to the principal or designee and provides procedures for reporting and investigating allegations. It advises educators to maintain appropriate boundaries with students through professional settings and communication to avoid any allegations.
This document from Walton County Public Schools provides information and guidelines regarding educator sexual misconduct. It defines sexual harassment and misconduct, outlines appropriate reporting procedures for students or others who experience such acts, and provides guidance to educators for avoiding allegations of misconduct. Key points include defining physical, verbal, and visual forms of sexual harassment; indicating signs of inappropriate conduct; requiring immediate reporting of abuse allegations to administrators and authorities; and advising educators to maintain appropriate professional boundaries.
This document defines sexual harassment and outlines the relevant law. It begins by defining sexual harassment as uninvited verbal or physical behavior of a sexual nature, especially by someone in a position of authority. It then discusses Republic Act No. 7877, which made sexual harassment unlawful and covers workers, students, and trainees. The law aims to guarantee a harassment-free environment. The document details what constitutes sexual harassment, reporting procedures, employer responsibilities, and penalties, which include fines and imprisonment depending on the offense severity. Victims can also pursue independent legal actions.
This document defines sexual harassment and outlines the Philippine law against it. Sexual harassment is defined as uninvited and unwelcome verbal or physical behavior of a sexual nature, especially by someone in a position of power over the victim. The Anti-Sexual Harassment Act of 1995 aims to guarantee a safe learning and work environment free from harassment. It covers employees, students, and trainees. Employers have duties to prevent harassment and investigate complaints, and victims can pursue legal action. Harassment is penalized by fines and imprisonment depending on the severity of the offense. Victims are advised to reject, document, and report any harassment.
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These slides walk through the story of 1 Samuel. Samuel is the last judge of Israel. The people reject God and want a king. Saul is anointed as the first king, but he is not a good king. David, the shepherd boy is anointed and Saul is envious of him. David shows honor while Saul continues to self destruct.
Elevate Your Nonprofit's Online Presence_ A Guide to Effective SEO Strategies...TechSoup
Whether you're new to SEO or looking to refine your existing strategies, this webinar will provide you with actionable insights and practical tips to elevate your nonprofit's online presence.
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إضغ بين إيديكم من أقوى الملازم التي صممتها
ملزمة تشريح الجهاز الهيكلي (نظري 3)
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تتميز هذهِ الملزمة بعِدة مُميزات :
1- مُترجمة ترجمة تُناسب جميع المستويات
2- تحتوي على 78 رسم توضيحي لكل كلمة موجودة بالملزمة (لكل كلمة !!!!)
#فهم_ماكو_درخ
3- دقة الكتابة والصور عالية جداً جداً جداً
4- هُنالك بعض المعلومات تم توضيحها بشكل تفصيلي جداً (تُعتبر لدى الطالب أو الطالبة بإنها معلومات مُبهمة ومع ذلك تم توضيح هذهِ المعلومات المُبهمة بشكل تفصيلي جداً
5- الملزمة تشرح نفسها ب نفسها بس تكلك تعال اقراني
6- تحتوي الملزمة في اول سلايد على خارطة تتضمن جميع تفرُعات معلومات الجهاز الهيكلي المذكورة في هذهِ الملزمة
واخيراً هذهِ الملزمة حلالٌ عليكم وإتمنى منكم إن تدعولي بالخير والصحة والعافية فقط
كل التوفيق زملائي وزميلاتي ، زميلكم محمد الذهبي 💊💊
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This presentation was provided by Rebecca Benner, Ph.D., of the American Society of Anesthesiologists, for the second session of NISO's 2024 Training Series "DEIA in the Scholarly Landscape." Session Two: 'Expanding Pathways to Publishing Careers,' was held June 13, 2024.
This presentation was provided by Racquel Jemison, Ph.D., Christina MacLaughlin, Ph.D., and Paulomi Majumder. Ph.D., all of the American Chemical Society, for the second session of NISO's 2024 Training Series "DEIA in the Scholarly Landscape." Session Two: 'Expanding Pathways to Publishing Careers,' was held June 13, 2024.
2. DefinitionDefinition
Sexual harassment is defined asSexual harassment is defined as
unwelcomeunwelcome
sexual advances, requests for sexual favors,sexual advances, requests for sexual favors,
or other verbal, visual, or physical conductor other verbal, visual, or physical conduct
of a sexual nature made by one person toof a sexual nature made by one person to
another.another.
3. Two Kinds of Sexual HarassmentTwo Kinds of Sexual Harassment
Quid pro quo occurs when aQuid pro quo occurs when a
person in authority such asperson in authority such as
a manager, supervisor ora manager, supervisor or
faculty member makes anfaculty member makes an
unwelcome sexual advanceunwelcome sexual advance
or request for a sexual favoror request for a sexual favor
to an employee or studentto an employee or student
and submission to orand submission to or
rejection of the advance is arejection of the advance is a
condition of employment orcondition of employment or
academic standing.academic standing.
Hostile environmentHostile environment
harassment consists ofharassment consists of
unwelcome sexualunwelcome sexual
misconduct thatmisconduct that
substantially interferes withsubstantially interferes with
work or academicwork or academic
performance or creates aperformance or creates a
hostile working or learninghostile working or learning
environment.environment.
4. Forms of Sexual HarassmentForms of Sexual Harassment
PhysicalPhysical
VerbalVerbal
VisualVisual
5. Physical FormPhysical Form
TouchingTouching
unwanted massagesunwanted massages
patting, caressing, or fondlingpatting, caressing, or fondling
impeding or blocking movementimpeding or blocking movement
standing closer than appropriate orstanding closer than appropriate or
necessary for the work being done,necessary for the work being done,
touching or rubbing oneself sexuallytouching or rubbing oneself sexually
around or in view of another person, oraround or in view of another person, or
assault.assault.
6. Verbal FormVerbal Form
targeting a person with sexual comments, slurs, jokes, ortargeting a person with sexual comments, slurs, jokes, or
rumorsrumors
verbal sexual advances, threats or propositionsverbal sexual advances, threats or propositions
verbal abuse of a sexual natureverbal abuse of a sexual nature
making sexual comments about a person's clothing,making sexual comments about a person's clothing,
body, or looksbody, or looks
sexually degrading words used to describe an individualsexually degrading words used to describe an individual
suggestive or obscene letters, notes, or invitationssuggestive or obscene letters, notes, or invitations
turning work or academic discussions into sexualturning work or academic discussions into sexual
discussionsdiscussions
asking about sexual fantasies, preferences, or history,asking about sexual fantasies, preferences, or history,
andand
asking personal questions about social or sexual lifeasking personal questions about social or sexual life
7. Visual FormVisual Form
leering (looking at someone in s sexuallyleering (looking at someone in s sexually
suggestive manner)suggestive manner)
making suggestive gesturesmaking suggestive gestures
displaying pornography, sexuallydisplaying pornography, sexually
suggestive pictures, cartoons, posters orsuggestive pictures, cartoons, posters or
literatureliterature
having sexually suggestive software on ahaving sexually suggestive software on a
work or academic computer.work or academic computer.
8. When Reporting SexualWhen Reporting Sexual
HarassmentHarassment
Reports can be oral or in writing. The report mustReports can be oral or in writing. The report must
include several things:include several things:
(1)(1) name of the alleged harassername of the alleged harasser
(2)(2) detailed description of harassing actsdetailed description of harassing acts
(3)(3) names of any possible witnessesnames of any possible witnesses
(4)(4) time period of harassing actstime period of harassing acts
(5)(5) whether any tangible job action has occurredwhether any tangible job action has occurred
(demotion, termination, missed promotion, undesirable(demotion, termination, missed promotion, undesirable
job assignment).job assignment).
***The complainant will not be required to confront the***The complainant will not be required to confront the
alleged harasser as part of the reporting oralleged harasser as part of the reporting or
investigatory process.investigatory process.
10. Guzman v. Harlandale I.S.D,Guzman v. Harlandale I.S.D,
A male teacher repeatedly bothered two female colleaguesA male teacher repeatedly bothered two female colleagues
with unsolicited comments of affection, and was terminated for hiswith unsolicited comments of affection, and was terminated for his
immorality. Immorality was defined by the Texas Commission ofimmorality. Immorality was defined by the Texas Commission of
Education to mean willful, flagrant, or shameless behavior that shows aEducation to mean willful, flagrant, or shameless behavior that shows a
moral indifference to the opinion of the good and respectable membersmoral indifference to the opinion of the good and respectable members
of the community in which the behavior occurs. Guzman had madeof the community in which the behavior occurs. Guzman had made
such suggestions that they should go away for the weekend, and thatsuch suggestions that they should go away for the weekend, and that
he wanted to be her puppy so that she would take him home and takehe wanted to be her puppy so that she would take him home and take
care of him. The commissioner stated that Guzman’s unsuccessfulcare of him. The commissioner stated that Guzman’s unsuccessful
andand
boring attempts to win the affection of the teachers did not amount toboring attempts to win the affection of the teachers did not amount to
the aforementioned definition of immorality. The commissionerthe aforementioned definition of immorality. The commissioner
ordered the teacher to be reinstated.ordered the teacher to be reinstated.
11. Masson v. School Board of Dade CountyMasson v. School Board of Dade County
Masson alleges that she was subjected to aMasson alleges that she was subjected to a
hostile work environment based on the explicithostile work environment based on the explicit
remarks of John Leyva, the principal and herremarks of John Leyva, the principal and her
immediate supervisor. Masson also alleged thatimmediate supervisor. Masson also alleged that
Leyva has a pattern and practice of sexuallyLeyva has a pattern and practice of sexually
harassing his other subordinate femaleharassing his other subordinate female
employees.employees.
The courts found that the school board was notThe courts found that the school board was not
liable for sexual harassment of a female teacherliable for sexual harassment of a female teacher
byby
a male principal.a male principal.
12. Clark County School District v. BreedenClark County School District v. Breeden
In 1994, the respondent’s male supervisor metIn 1994, the respondent’s male supervisor met
with the respondent and another male employee to reviewwith the respondent and another male employee to review
evaluation reports of four job applicants. During thisevaluation reports of four job applicants. During this
meeting, a report disclosed that the applicant had oncemeeting, a report disclosed that the applicant had once
made and inappropriate comment to a co-worker. Themade and inappropriate comment to a co-worker. The
respondent claims that she was punished for complainingrespondent claims that she was punished for complaining
to the petitioner’s personnel about the alleged sexualto the petitioner’s personnel about the alleged sexual
harassment. In 2002, the courts ruled that a singleharassment. In 2002, the courts ruled that a single
incident of alleged sexual harassment does not violate Titleincident of alleged sexual harassment does not violate Title
VII of the Civil Rights act of 1964.VII of the Civil Rights act of 1964.
13. PreventionPrevention
Develop an anti-harassment policy together withDevelop an anti-harassment policy together with
employees, managers, and union representatives.employees, managers, and union representatives.
Communicate the policy to all employeesCommunicate the policy to all employees
Make sure that all managers and supervisors understandMake sure that all managers and supervisors understand
their responsibility to provide a harassment-free worktheir responsibility to provide a harassment-free work
environment.environment.
Ensure that all employees understand the policy andEnsure that all employees understand the policy and
procedures for dealing with harassment - new and long-procedures for dealing with harassment - new and long-
term employees alike - this involves training, informationterm employees alike - this involves training, information
and education.and education.
Show you mean it - make sure the policy applies toShow you mean it - make sure the policy applies to
everyone, including managers and supervisors.everyone, including managers and supervisors.
14. Prevention, continuedPrevention, continued
Promptly investigate and deal with all complaints ofPromptly investigate and deal with all complaints of
harassment.harassment.
Appropriately discipline employees who harass otherAppropriately discipline employees who harass other
employees.employees.
Provide protection and support for the employees whoProvide protection and support for the employees who
feel they are being harassed.feel they are being harassed.
Take action to eliminate discriminatory jokes, posters,Take action to eliminate discriminatory jokes, posters,
graffiti, e-mails and photos at the work site.graffiti, e-mails and photos at the work site.
Monitor and revise the policy and education/informationMonitor and revise the policy and education/information
programs on a regular basis to ensure that it is stillprograms on a regular basis to ensure that it is still
effective for your workplace.effective for your workplace.