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Running head: HARASSMENT POLICIES IN THE WORKPLACE
Harassment Policies in the Workplace
Student’s Name
Course
Institutional Affiliation
1
HARASSMENT POLICIES IN THE WORKPLACE
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Table of Contents
Introduction ...................................................................................................................................3
Stating Harassment Cases with EEOC ........................................................................................3
Sexual, Gender, and Sexual Orientation Discrimination ...........................................................4
GINA Protection ............................................................................................................................5
Relevance of Written Anti-Harassment Policies in the Organization.......................................6
Gender Consideration when Serving Customers ........................................................................7
Employees that subject workers to Policies .................................................................................7
Reasons for Revamping the Harassment Policy .........................................................................8
Conclusion .....................................................................................................................................9
References ...................................................................................................................................10
HARASSMENT POLICIES IN THE WORKPLACE
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Introduction
Workplace harassment is a significant issue of consideration as it helps in the
development of policies and laws that protect workers. The major consideration of the antiharassment policies is to regulate and enhance the fair treatment of all employees. The laws
protect workers in terms of gender, pregnancy, religion, sexual orientation, race, disability, and
age. The memo provides relevant information on the importance of developing policies
regarding religious, sexual orientation, and racial harassment policies to prevent the occurrence
of liabilities for employers. Additionally, the information about what workers state when
harassed in the workplace is presented for the different types of harassment outlined by the Equal
Employment Opportunity Commission (EEOC). The differences between the diverse harassment
types will also be determined. This is to help in the elaboration of the legal reasons why all
companies are expected to have valid written policies concerning diverse forms of harassment.
Stating Harassment Cases with EEOC
Employees have the right of filing a charge of discrimination with the EEOC if they
believe that it affected them or if the action offended them. According to the EEOC, it is
unlawful to engage in sexual harassment of the workers due to their sex. The situation of
unwelcoming sexual advances to an individual in the workplace is considered sexual quid pro
quo sexual harassment (U.S. Equal Employment Opportunity Commission, n.d). An employee
can state the concern regarding quid pro quo form of sexual harassment by stating that the person
who engaged in the unwelcome sexual advances implied it is a condition for job benefits such as
promotion or higher earnings (Johnson & Madera, 2018). On the other hand, an employee can
claim a hostile environment in regards to sexual harassment by stating that there was offensive
conduct such as verbal and physical harassment. This is to illustrate that the employee was
HARASSMENT POLICIES IN THE WORKPLACE
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expected to endure the offensive conduct from the workers to continue to enjoy the benefits of
the employment.
Religious harassment might occur in diverse ways where the workers feel that their
beliefs are disrespected. The major claims that the employee can provide include the fact that the
employer has stated that they are not allowed to dress in religious attires. The worker can state
that the employer required them to change their dressing regardless of it is unacceptable in their
religion. The other claim that the worker can claim is that they are not allowed to engage in
religious practices such as performing prayers. In consideration of the racial harassment, the
employee must illustrate that they were treated unfairly due to their race (Becton, Gilstrap, &
Forsyth, 2016). The worker is expected to allege that they received teasing, offhand, and
offensive comments regarding their racial backgrounds. More so, they can provide the claim that
the individual directed the hostile treatment to another individual belonging to the worker’s race.
Sexual, Gender, and Sexual Orientation Discrimination
The legal description of sexual, gender and sexual orientation discrimination focuses on
understanding how employees are harassed according to different contexts. Gender
discrimination occurs when individuals are treated unfairly due to their gender, that is, if they are
male or female. Gender discrimination occurs in situations of hiring, promotions, firing, or
benefits where their gender prevents them from being treated equally to others. Sexual
discrimination may either be quid pro quo or hostile environment (Johnson & Madera, 2018). In
the quid pro quo, workers are discriminated against if they refuse to adhere to sexual harassment
in return for workplace favors. A hostile environment means that the ...
